GUCCI Director, People - Retail

Summary

Founded in Florence, Italy, in 1921, Founded in Florence, Italy, in 1921, Gucci is one of the world’s leading luxury brands. Under the leadership of President and CEO Francesca Bellettini and the artistic direction of Demna, the House continues to redefine luxury and fashion while celebrating creativity, Italian craftsmanship, and innovation.

Gucci is part of the global luxury group Kering, which manages renowned Houses in fashion, leather goods, jewelry, and eyewear.

Job Description

Role Mission

The Director Retail People is a strategic business partner and service provider working to maximize retail business results and fulfill the employer brand promise for our retail associates.  Working closely with retail business leaders, the main mission of the Director, Retail People is to guide and support the company’s growth and organizational development through the management, planning, and evolution of its retail human capital.  Through effective direction of People Partners and partnership with regional retail business leaders, this role works to ensure execution of worldwide and regional strategies/initiatives and that all HR policies/procedures are implemented in a timely and effective manner.  The Director Retail People will provide regular quantitative and qualitative feedback on all HR core requirements and needs as pertaining to the retail environments.  Manage team personnel in accordance with company guidelines.

Key Responsibilities

Organizational Development and Retail Staffing

• Map retail staff structures, job design and forecast staffing needs in accordance with retail business needs;
• Protect and promote the company’s culture, mission and values within the retail environment;
• Ensure diversity, inclusivity and inclusion are active practices in all facets of retail HR management;

Performance Management

• Train retail supervisors to maintain performance management methodology;
• Maintain, provide and update retail job descriptions;
• Provide senior business leaders with both qualitative and quantitative performance feedback;
• Strategize with business leaders to identify ways to improve and maximize performance;
• Maintain a coaching-based proactive culture while ensuring impactful re-active disciplinary performance actions and progressive counseling are measured and maintained in a timely manner;
• Oversee and implement performance reviews and evaluations processes in retail;

Recruitment & Selection

• Responsible to ensure active recruitment practices as on-going discipline for People Partners and retail business leaders;
• Identify and summarize retail recruitment needs and partner with TA in order to secure candidate pipeline and recruitment methodology;
• Ensure utilization of existing candidate profile materials to target ideal retail talent, supplementing as needed;
• Ensure recruitment process and procedures are effective, and actively work on pilots and enhancements that will bring elevated recruitment & selection results in retail;

Talent Management: Training & Development

• Partner with senior business leaders to identify high potential talent to retain and grow;
• Support development of succession plans from internal/external talent profiles for key retail roles;
• Ensure culture of continuous feedback and self-learning;
• Implement and oversee retail training programs as launched by or developed with HR partners;
• Identify need for additional training, learning and development programs based on business need and share these insights with cross departmental teams;
• Promote career pathing in retail and help to identify professional growth opportunities;

HRIS Systems and Technologies

• Ensure effective utilization of HRIS systems and technologies by People Partners and retail populations;

Employee Engagement and Employee Relations

• Identify and promote retail employee activation and participation in company sponsored programs (ie Changemakers and social responsibility efforts);
• Ensure People Partners are responsive to employee relations needs, feedback and requests from point of hire through exit interviews;
• Actively ensure employee complaints are investigated and resolved;
• Identify the differentiators within workplace complaints, in order to partner with employment counsel as needed to avoid litigious escalation;

Compensation Programs, Labor Cost Management, HR Analytics

• Effectively manage retail labor costs and respond to need for change based on fiscal responsibility, directing initiatives as needed;
• Maintain retail