KERING Mutualized Human Resources Manager, Retail

Summary

KERING Human Resources Manager, Retail

Location: New York, NY

Kering is a global, family-led luxury group, home to people whose passion and expertise nurture creative Houses across couture and ready-to-wear, leather goods, jewelry, eyewear and beauty: Gucci, Saint Laurent, Bottega Veneta, Balenciaga, McQueen, Brioni, Boucheron, Pomellato, Dodo, Qeelin, Ginori 1735, as well as Kering Eyewear. Inspired by their creative heritage, Kering Houses design and craft exceptional products and experiences that reflect the Group’s commitment to excellence, sustainability and culture. This vision is expressed in our signature: Creativity is our Legacy.

SUMMARY

As a key member of Kering’s HR Mutualized Services team, the Human Resources Manager will provide strategic and operational HR support to the regional HQ team and retail locations across North America. This role partners closely with retail leadership to ensure alignment with business objectives, drive engagement, and enhance the employee experience. The HR Manager will oversee critical HR functions, including employee relations, talent development, performance management, and compliance, while ensuring policies and programs are implemented effectively.

This position is based in New York City with regular interaction across Kering Corporate offices in NY/NJ and retail locations in North America.

Job Description

HOW YOU WILL CONTRIBUTE

HR Business Partner

• Act as a strategic HR advisor to retail leadership, ensuring HR policies and practices align with business objectives.
• Build strong relationships with store leadership teams, providing proactive HR support to enhance employee engagement and retention.
• Leverage HR data and analytics to provide insights and recommendations on workforce planning, employee turnover, and performance trends.
• Partner with global and regional HR teams to implement company-wide initiatives and ensure alignment with brand values and strategic goals.
• Champion a culture of inclusivity and continuous learning within the retail teams.

Talent Acquisition & Development

• Lead the full-cycle recruitment process for key retail positions, collaborating with hiring managers to attract and retain top talent.
• Develop job descriptions, post positions, source candidates and conduct interviews to ensure a seamless hiring experience.
• Build relationships with external talent to create a strong pipeline.
• Oversee onboarding and new hire integration, ensuring a structured and engaging experience that sets employees up for success.
• Conduct training sessions and workshops to support employee career development and leadership growth.
• Work closely with global HR teams to roll out talent development programs.

Employee Relations & Compliance

• Serve as a trusted HR resource for employees, providing guidance on workplace policies, performance expectations, and career progression.
• Conduct investigations into employee complaints, ensuring fair and consistent resolution of workplace issues.
• Advise managers on employee relations matters, including conflict resolution, disciplinary actions, and terminations.
• Stay up to date with U.S., Mexico and Canadian labor laws, ensuring full compliance across all retail locations.
• Provide training to managers on compliance-related topics.
• Conduct exit interviews and analyze turnover trends to identify areas for improvement in employee engagement and retention.

Culture & Employee Engagement

• Drive a culture of engagement by developing initiatives that promote employee connection, recognition, and a sense of belonging.
• Partner with retail leadership to cultivate an environment that aligns with brand values and fosters an inclusive and positive workplace.
• Develop and implement engagement strategies, including pulse surveys, feedback mechanisms, and action plans to improve employee satisfaction.
• Lead the design and execution of onboarding programs to ensure new hires have a seamless and inspiring introduction to the brand and company culture.
• Act as a thought partner in enhancing the overall employee experience through meaningful development opportunities and workplace culture initiatives.

Performance Management & Compensation

• Lead the annual performance review process, coaching managers on effective feedback and development conversations.
• Support managers in creating performance improvement plans and addressing underperformance with clear action steps.
• Provide HR guidance in building promotional business cas