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Reference Code:  88872

[Richemont Korea] Senior Talent Manager

Richemont

Seoul, 11, KR

Permanent
  
  

Richemont owns some of the world’s leading luxury goods Maisons, with particular strengths in jewellery, fine watches and premium accessories. Each Maison represents a proud tradition of style, quality and craftsmanship and Richemont seeks to preserve the heritage and identity of each of its Maisons. At the same time, we are committed to innovation and designing new products which are in keeping with our Maisons’ values, through a process of continuous creativity.

 

Position Title : Senior Talent Manager

 

POSITION SUMMARY:

This role is responsible for driving our organization-wide talent management and development strategy in Korea. The role reports to HR Director and work closely with HRBP, business leaders and APAC Talent Team. The role aims to establish a talent management and development strategy & mechanism in Korea, manage critical talent’s agenda and drive talent mobility across functions and brands at corporate level. The role will help to foster and maintain a healthy talent pipeline that helps us achieve business objectives.

 

1) MAIN ACTIVITIES :

Key responsibility 1: Talent Management and Development

 

  • Design, create and strategize local succession planning policy and process, and to ensure all related information are properly delivered.
  • Monitor and drive together with Brand heads and HRBPs in the implementation of talent management initiatives including identifying top performers and emerging leaders with a focus on building / engaging diverse talent and high-performance team by providing advice and to develop appropriate and realistic career / development plans
  • Establish Korea talent architecture for retail and design development program together with Learning & Development team  

 

Key responsibility 2: Talent Review and succession planning:

 

  • Roll out annual talent review plan and optimize the overall process and procedure
  • Enhance internal mobility across brands and market
  • Manage the full cycle of talent review and follow up, monitor, track the progress of key talent’s development plan on regular basis
  • Lead talent management metrics, talent pool management and data consolidation
  • Partner with HRBPs to develop the effective platform for cross-maison talent review and talent move discussion. Facilitate, follow up, and evaluate the actual impacts.

 

Key responsibility 3 : Talent Acquisition

 

  • Set Talent Acquisition strategy to ensure quality talent feed for any vacancies in a timely manner
  • Ensure internal/external talent pipeline is maintained and updated
  • Execute management level hiring
  • Participate and proceed any talent acquisition related projects at local/region/HQ level
  • Provide talent mapping for critical key positions

 

Key responsibility 4 : Talent Assessment:

 

  • Design overall talent assessment and development framework
  • Partner with brand heads and HRBPs to identify, build and implement solutions to address key Talent Gaps needed to accelerate Talent pipeline and advance bench strength
  • Identify the appropriate assessment tool and approach for talent selection, development and advancement
  • Establish Assessment Center/Development Center
  • Organize workshop to train brand heads and HRBPs with the new assessment tools for effective assessment.
  • Spend dedicated time to get in touch our key talents, especially the Next-generation young talents, by understand them as individuals, utilizing talent development strategies, tools, and processes to provide development recommendations.

 

Key responsibility 5 : Performance Management

 

  • Improve the annual performance management process and guidelines based on corporate direction
  • Create the annual plan to manage the effective communication with employees/Managers and ensure that each activity during the performance management cycle is executed within the specified timeframe and as per guidelines.
  • Work with Learning and Development to embed a culture of continuous feedback on employee performance.
  • Develop supporting material to guide employees and their line managers to conduct a meaningful conversation during the objective setting, performance review and regular feedback etc.
  • Work with Learning Development team to develop the performance management training contents

 

Key responsibility 6: Capability building and project management

 

  • Develop and execute talent solutions that address current and future business needs, in partnership with internal and external experts and solution provider.
  • Conduct skills gap analyses
  • Partner with HRBP group and L&D team to develop Early Talent, Professional Talent and Hi-Po Talent program

 

2) PROJECT MANAGEMENT:

  • To manage HR team project upon business needs
  • To participate global/regional project as necessary

 

 

3) DIMENSIONS:

  • Manage key talents/positions in Richemont (exact number to be defined)

 

 

4) KEY RELATIONSHIP WITH:

 

Internal contacts

  • Strong line of reporting/collaboration with: HR Director / Brand MD
  • He/She will also liaise with: HRBP, Management team & Support Functions

 

External contacts

  • Lawyers, Immigration Department, IRD Department, Estate agents, Recruitment agencies, Benefits providers (medical, life, retirement), auditors, translators

 

5) REPORTING LINES:

  • Direct manager: HR Director
  • Reviewing manager: HR Director
  • Number of Staff reporting to the position: 2

 

6) KNOWLEDGE & SKILLS:

  • Around 15 + years HR experience with sizeable multi-national companies
  • Exposure to advanced HR practices (esp. in Talent Management area)
  • Experience in managing HR projects and execution
  • Computer literacy and conversant with labour regulations
  • HR Consulting experience is a plus
  • Good spoken / written English is essential

 

7) QUALIFICATIONS AND ATTAINMENTS

  • University graduate
  • Professional training in HR areas like Talent Management, Selection Interview, Training and Development and Assessment Center/Development Center (or any assessment tools) is desirable

 

8) PERSONAL ATTRIBUTES

  • Self-confident
  • Can do attitude
  • Good interpersonal  / consultative skills
  • Good communication skill
  • Able to work independently with minimal supervision
  • Hands on, well organise and able to handle multi-tasks simultaneously

LEARN MORE ABOUT LIFE AT RICHEMONT AND OUR MAISONS BELOW