Reference code: JR133245
Richemont vereint einige der weltweit führenden Maisons für Luxusartikel mit besonderer Expertise in der Fertigung von Schmuck, exklusiven Uhren und Premium-Accessoires. Jedes Maison steht für eine eigene stolze Tradition des Stils, der Qualität und des Handwerks, und Richemont hat sich zur Aufgabe gemacht, das einzigartige Erbe und die Identität jedes einzelnen Maison zu bewahren. Gleichzeitig verpflichten wir uns in einem kontinuierlichen kreativen Schöpfungsprozess der Innovation sowie der Entwicklung neuer Produkte auf Grundlage der besonderen Werte unserer Maisons.
[Job Definition & Main Purpose]
“At Richemont, our most important asset are our people. We foster a culture where our people feel inspired, enabled to do their best and share their passion. Through strong partnerships, we shape an agile, innovative and inclusive environment, contributing to our Group’s transformation and growth.”
Richemont owns a portfolio of leading international ‘Maisons’ (brands) which are recognized for their distinctive heritage, craftsmanship, and creativity. This is a critical position to champion a Korea market’s efforts to attract, develop, and keep the best employees, with focus on designing and implement programs for performance management, talent review, succession planning and talent development. This position work closely with Business leaders and HR Business Partners of Korea and create strategic solutions for improving skills. Outgoing people that love getting in touch with people, adult learning and organizational development can thrive in this role.
[Key responsibilities]
This is an individual contributor role, with report line to Talent Manager of Korea with the below key responsibilities:
Talent Management and Development
- Lead Annual Cycles: Spearhead the annual Performance, Development, and Talent Cycle, collaborating closely with HR Business Partners (HRBPs) across Richemont and its Maisons. The goal is to support employees in their performance and career growth journeys.
- Talent Pool Management: Proactively build and maintain strong internal and external talent pools to ensure a steady supply of top-tier talent, support business continuity, address immediate needs, and facilitate long-term succession planning.
- Execution Excellence: Ensure excellent execution of the annual Talent Cycle, specifically focusing on individual development plans (IDPs) and succession planning for key positions, in partnership with HRBPs in RRF and Maisons.
- Internal Mobility: Drive internal mobility initiatives by leading cross-Maison and cross-market Talent Exchange programs.
- Learning & Development Partnership: Collaborate with the Learning & Development team to design and deliver development programs that align with the overall talent strategy.
Talent Acquisition
- End-to-End Talent Acquisition: Own and lead the end-to-end talent acquisition process, from leading hiring strategy meeting and searching through interviews and offers.
- Hiring Manager Partnership: Partner closely with hiring managers and internal stakeholders to understand hiring needs and ensure effective candidate selection.
- Stakeholder Communication: Act as a key point of contact for internal and external stakeholders, facilitating effective communication and collaboration throughout the recruitment process.
- Employer Branding: Drive employer branding activities to enhance the company’s employer brand and attract qualified talent.
- Recruitment Operations: Monitor recruitment activities and TA metrics, identifying opportunities to improve hiring efficiency and candidate experience.
[QUALIFICATIONS]
Talent Assistant Manager should have a passion for developing employees and excellent communication skills.
Minimum of 6+ years of experience in Human Resources, Organizational Development Wand Talent Development or Acquisition.
Specific Skills Required:
- HR generalist skills – often work with human resources departments to implement employee development strategies, so should be with strong customer mindset.
- Collaborative leadership – working with various leadership stakeholders to steer overall talent development strategies is an essential task for this role
- Data analysis –the ability to collect, gather, and analyze data and present concise actionable results
- Project management –oversee the delivery of talent management programs and manage multiple resources to achieve objectives
- Instructional development – understanding adult learning methods and instructional design is essential for this role to develop effective program design
- Public speaking –must be able to clearly present on a wide variety of career related topics
- Communication skills – building strong relationships is a must-have skill to connect with multiple leaders and employees.
- Writing skills –commonly synthesize the findings and publish written reports and program materials
- Organizational skills – strong planning, organizational development, and problem solving skills are essential.
- Language Skill - Excellent verbal and written communication skills in both Korean and English
[BEHAVIOUR COMPETENCIES / RICHEMONT VALUES ALIGNMENT]
Collegiality & Solidarity: A strong believe in the power of collective knowledge; works in harmony, listening to others, and caring for colleagues across all levels of the business.
Empathy & Humility: Active listener who respects heritage, diverse viewpoints, and places the success of the team and the excellence of the client experience above self-interests.
Courage & Curiosity: Self-starter who dares to challenge the status quo when it serves long-term excellence, continuously learns, and is proactive in identifying communication gaps.
Integrity: Commits to honesty, transparency, and leads by example to build trust and safeguard the reputation of the Group and its Maisons.
