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Dir - Human Resources, IDC

Сфера деятельности: Human Resources

Тип должности: Permanent

Тип занятости: Full - Time

Место расположения: New York, NY

Страна: United States

Section 1: General Information

 

Job Title:               Dir – Human Resources

 

Function:               Human Resources

 

FLSA status:        Exempt

 

Division:               LUXE – IDC 3.0 (YSL Beauté, Giorgio Armani Beauty, Designer Fragrances)

 

Supervisor Title:  VP – Human Resources

 

Location:               NYO – 10 Hudson Yards

 

Date:                      June 2019

 

 

 

Section 2:  Job Summary:

 

Position is the HR business partner for the assigned Business Unit (YSL Beauté, Giorgio Armani Beauty or Designer Fragrances). Maintains a high level of proximity to the business and employees.  Oversees recruitment, selection, integration, performance management, training and development, employee relations and all other day-to- day HR generalist activities for the brand.  Anticipates and optimizes the organization’s people needs to align with the overall business strategy. Ensures the integrity and compliance of HRIS data and HR administrative processes.

 

 

 

Section 3:  Job Requirements:

 

Bachelor degree and 7 years minimum relevant and progressive HR experience required.

Strong computer literacy: Word, Excel, Outlook, PowerPoint (with ability to learn internal systems).

Strong verbal and written communication skills, with ability to handle sensitive situations with diplomacy

Flexible and adaptable approach to handle a complex, matrixed and fast-paced environment

Results orientation

High degree of executive maturity with ability to influence

Solid presentation/facilitation skills

 


Section 4:  Judgment and Decision Making:

 

This position requires a minimal level of supervision and sound judgment and discretion handling sensitive human resources issues. Work in a fast-paced environment under tight deadlines juggling multiple priorities. The VP of HR is to be consulted on issues that have division or company-wide impact prior to final approval.

 

 

 

Section 5: Essential Physical Requirements:

n/a

 

 

Section 6:  Financial Scope (if applicable):  T&E budget, salary planning and related relocation budget for field-based employees as needed -- all to be determined.

 

 

Section 7:  Essential Duties and Responsibilities:

Briefly describe 5-8 primary duties/responsibilities of the job.  Please list these duties in order of importance and include the percentage of time spent or required for each activity.

 

Tasks, Duties & Responsibilities

% of time spent.

Total should = 100%

1.  Recruitment – in partnership with the corporate team and line management, define and implement strategic vision for candidate selection and process.  Ensure that best practice interview techniques are in use.

 

 

20%

2. Business Partnership/Employee Relations – provide on-going coaching and counsel to senior teams and employees of brand(s)/division. Enforce workplace policies, including conducting investigations and recommending course of action.

 

20%

3. Talent Management/Employee Development/Succession Planning - manage succession planning and movement of talent both within and across divisions.  Monitor the bench strength of the division, identify high-potential talent, oversee career-pathing and management development.  Strategically manage careers on an individual basis by building development plans, defining training opportunities and assisting with the Performance Appraisal process for personal and professional growth (all in partnership with brand leaders).

 

20%

4.  Organizational Effectiveness – help develop the organization in line with business objectives and contribute to organizational strategy ( in partnership with business unit leaders)

10%

5.  Integration – oversee the Follow-Up & Integration Tracks (FIT) program for all new hires, ensuring compliance and managers active participation in the on-boarding process;  Lead New Leader Assimilation sessions where applicable.  Refine integration process to reflect best practices.

 

15%

6. Special Projects – participate in ad hoc projects as needed.

10%

7.  Team Development/Retention Strategies – develop team member(s) for future growth. Analyze, identify and direct recommendations on retention program policies.

 

 

5%

 

 

 

 

Section 8:  Required Competencies:

 

Competencies

1.   Acts/Leads with Human Sensitivity

Demonstrates respect, develops others, and enriches team dynamics.  Develops and motivates the team through a demonstrated presence of purpose, excitement and inclusion in corporate vision and strategies.  Align individual goals to business objectives and holds individuals accountable for achieving results.

 

2.  Interacts Effectively

Listens and communicates effectively, actively networks.  Strong listening skills with the ability to communicate in a professional, direct and concise manner with employees at multiple levels.  Able to convey messages appropriately based on the audience.

 

3.  Manages Complexity

Reasons from multiple perspectives, makes decisions.  Excellent organization and project management skills with the ability to work autonomously in a fast paced and collaborative environment.

 

4.  Achieves Results with Integrity

Conveys energy, focuses on results, acts with integrity.  Ability to do what is right for the business by being an advocate for our employees.  Act with tact and confidentiality to resolve sensitive HR issues.  Credibility earned through the ability to prioritize and deliver commitments with a sense of urgency.  Strive for results that set new standards and are viewed as a value-add to the organization.

 

5.  Innovates & Demonstrates Entrepreneurship

Shows curiosity, imagines creative solutions, and promotes team creativity.  Has agility to lead in an ambiguous environment.  Be an innovator who identifies and pushes for change that propels the organization.  Takes initiative, focuses on customers, improves business performance, and develops a vision.  Able to think globally, strategically and objectively.  Effectively translates data into actionable insights and strategies.

 

 

7Displays Sensitivity to the “Métier” of L’Oreal and Kiehl’s

Focuses on quality, builds knowledge of the beauty business, and understands beauty.  A solid understanding of the brand’s business strategy as well as the external talent marketplace with the ability to offer insights that can be translated into actionable HR plans.  Able to leverage the understanding of the company culture, interpersonal dynamics and knowledge of business priorities to drive results at all organizational levels and across multiple geographies.

 

 

Please note:  This job description does not list all duties of the job.  Employees may be asked by management to perform other duties.  The employer has the right to revise this job description at any time.



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