[Richemont Korea] Senior Talent Manager
Seoul, 11, KR
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

Quick links