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