Your role @ CHANEL

CHANEL is a privately-owned company whose values are grounded in creating the conditions for people to perform at their best, feel fulfilled and confident in their work. We care deeply about our employees and strive to create a safe environment that values people’s humanity and uniqueness so that they are free to bring full selves to work and to their life’s calling.

At CHANEL, being a purposeful and human-driven employer means being intentional, meaningful and caring in inspiring our people; fostering an environment that reflects our strong values; encouraging and enabling inclusion and investing in work and workplace that foster collaboration and well-being. This is critical for the long-term success of our business.

The role serves as a strategic HR Business Partner to the General Manager of business division. It translates the respective division's mid-term plans into a people strategy to achieve business goals and drives the overall people agenda for the House within these divisions. The HR Business Partner provides consulting and advisory services to strategically plan and proactively meet the people and talent needs to support business growth, serving as a source of competitive advantage for the business. They should build trust and strong partnerships with the business division, understand Chanel's business and its competitive landscape within the luxury retail industry, and anticipate and advise on workforce demand and supply.

In the context of an ever-changing landscape, they should anticipate future needs and manage change effectively. They are responsible for sourcing, nurturing, and engaging the best talents and leaders to realize Chanel's priorities. As an effective HR Business Partner, they should effectively represent business needs to obtain stakeholders' buy-in and collaborate with other HR and/or corporate functions to synthesize and integrate diverse perspectives to derive optimal solutions for the business. They are also responsible for organizing, orchestrating, and deploying relevant HR teams and expertise to support the quality delivery of proposed HR solutions, achieving maximum human resources performance for the best business achievement.

The impact you can create at CHANEL

Act as a trusted advisor, thought partner and sounding board to the GM and their teams to address challenges, both business and people:

• Translate the division’ vision and strategies into action, from conception to completion, through the people lens, incorporating innovation, agile organization design and new ways of working
• Provide change practitioner leadership and guidance in managing changes in organization and ways of working
• Champion workforce planning and talent pipelining for office/ retail populations in strong partnership with Korea P&O GM.
• Share regular external market insights and internal people data / trends to facilitate decision making around our people.

Key Responsibilities:

Strategic Focus

Strategic Workforce Plan and Organisation Design / Change Management

• Consult with market division leader (and managers) and subject matter experts to project future skills demand and supply, with focus on retail needs
• Partner with market division lead to develop and define strategic workforce plan aligned to business division’s priorities and strategies for next 3-5 years
• Engage senior management and HR market lead to support and validate plan in the context of total market and overall division priorities
• Ensure delivery of workforce plans and review progress half-yearly, through alignment meetings with business leader, making adjustments where necessary.
• Facilitate and advise business leader on evolution of organization design as appropriate to effectively deliver business vision, strategy and plans.
• Drive improvement of organization design and support organizational development program implementation through any organizational changes.
• Define holistic change management project plan in view of all strategic business and people initiatives and mobilise relevant resources and project team members to deploy appropriate action plan. Manage change management project timelines and ensure deliverables are met in a timely, effective and appropriate manner.

Headcount & Capability Plan, HR Budgeting and Reporting

• Lead the resources mobilization, planning and forecasting to for the best deployment of people.
• Assess current and future capabilities required to deliver business strategy, and identify hiring and development needs, aligned to strategic workforce plan. Ensure synergy with other teams and deploy capability action plans
• Manage HR budgeting process for business. Gather people priorities for business (HC plan, talent plan) with inputs from PE team, translate to budget requirements. Coordinate with Finance for cost bridge analysis
• Track turnover statistics and is responsible for managing voluntary turnover targets for division and develop appropriate action plan via talent and engagement levers. Mobilise resources and deploy action plan.

Talent Management

• Custodian of business divisional talent. Manage talent and is accountable for shaping, deploying and tracking each talent’s individual development plan with their line managers
• Facilitate talent review sessions to identify high potential talent for critical roles within the business in accordance with Chanel’s talent philosophy and framework. Together with People Solutions team and Regional HRBP community, manage and ensure viable talent pipeline and succession plan for leadership and critical roles within the business and obtain endorsement from regional and market stakeholders.

Learning and Capability Development

• Drive the identification of learning and capability needs via holistic perspective from variety of internal sources (business, employees and SME from people solutions), external sources and data analytics.
• Forecast and prioritise learning and capability needs ahead of the curve
• Responsible for creating and executing action plan(s) to address talent development and capability needs in alignment with the strategic workforce plan.
• Curate and deploy appropriate market solutions with business stakeholders. Responsible for evaluating program effectiveness and performance impact.
• For mobility cases, Connect with Host country HR to ensure that assignees’ development needs are fulfilled.

Employee Engagement and Relation

• Build human organization and client centric organization by creating employee experiences, and accelerate culture shift with new ways of working in making the impact on business division.
• Promote and enhance employer brand to the public through various activities and channels with business leader and other HR teams.
• Work closely with business leader to resolve sensitive and complex employee relation cases (for cases not within scope of labor relations) and conduct high-touch conversations on important people-related matters with employees.
• Monitor HR compliance issues and ensure organizational legislative compliance in relation to workplace practices.

DAILY OPERATIONS

Talent Acquisition & On-boarding

• Responsible for overseeing and fulfilling hiring needs within business division. Supports and directs hiring requests to the appropriate channels and ensures hiring quality and efficiency in partnership with Talent and/or other HR teams.
• Responsible for end-to-end recruitment of “non-rule-based roles” i.e. confidential hires, new capabilities, critical roles and all other roles not covered by a standard hiring protocol within business division.
• Owns sourcing strategy in consultation with Talent team. Understands unique local market needs and leverages appropriate sourcing channels to get the right candidates in line with business needs. Proactively obtains data analytics and market intelligence to gain an ‘outside-in” perspective on hiring trends and generate prospective candidate pools.
• Partner and guide managers in the job mission description, selection of candidates with right competencies and culture fit using effective screening and assessment processes. Guide managers in the interpretation of assessment results.
• Responsible for designing and providing inputs to onboarding program for office hires and ensuring effectiveness and optimal employee experience for the 100-day orientation.
• Implements onboarding new hires for ELC-level for Business

Performance Management

• Partner business leader to shape annual division priorities and translate them into areas of focus for each population
• Coach and guide business leader in understanding and implementing Performance @ Chanel for their team. Ensure effective usage of performance indicators within division.
• Advise business leader on annual compensation review for their team members. Manage ACR process within division and provide advisory to ensure complete considerations both for the individual and business as a whole.

Rewards

• Review salary / compensation increase with hiring manager. Initiate process within WD upon validation with market lead and other required stakeholders
• Review sales commission structure and partner with People Solutions team to provide appropriate recommendations to Business. Strategically plan and deploy changes with appropriate partners in retail management or People Experience teams to ensure optimal impact

Employee Communications and Engagement

• Responsible for business division communication plan, which is part of the overall market plan, and deployment. Curate and tailor program communication materials / information to convey desired message clearly and effectively to the target audience(s). Plan and manage deployment of communication through appropriate and effective channels.
• Present and communicate with impact and empathy
• Collate feedback and channel responses to relevant platform to gather insights
• Responsible for market engagement plan. Derive meaningful insights from employment engagement/ VOE surveys / pulse checks and recommend appropriate action plan to improve targeted and prioritized areas. Plan and manage deployment of action plan(s). 

Exit Management

• Advise business leader on managing voluntary / involuntary employee exits (due to redundancies, retirement etc) to ensure minimal impact on business and brand image and that actions are in accordance to labour laws.
• Manage involuntary exit and lead off-boarding for these cases
• Work with business on vacancy replacement and role reshaping
• Conduct exit interviews for ELC and above and leverage information to improve employee retention and experience

Emergency Responder

• Address exceptions and escalations
• Quickly understand the business unit implications of an enterprise-wide or individual emergency and coordinate an efficient response with the appropriate internal groups and / or applying relevant employee policies and benefits

Employee Interface

• Designated point of contact with business leader and his/her direct reports (ELC-1) for all people matters, providing advice and ensuring compliance on local labor legislation and regulations as well as internal Chanel policies.
• Coach division leader and his/her direct reports (ELC-1) on people performance issues, career development and team management, leveraging on appropriate partners where necessary.  

Role Specifications: 

Academic / Professional Qualifications

• Bachelor Degree with major in Human Resources Management, Business Administration or related discipline. Experience in management or HR consulting is preferred
• Post graduate qualification of Human Resources / Psychology / Business is an advantage.
• Fluent in local language and English.

Work Experience &  Required Competencies

• Minimum 10-12years' with specialized experience in talent management, preferably in multinational organizations, retail business or companies in innovative industries.
• Solid organization, culture and people leadership experience gained from sizeable multinational, matrixed companies with recognized people practices
• Strong business acumen and sensitivity to changes in the external business, economic, people & technological environment
• A seasoned change practitioner with proven track record in leading and driving organizational change and business transformation in partnership with senior business leaders
• Outstanding facilitation skills and able to lead conversations across diverse topics leading to clear actions that drive impact
• Strong drive to make things happen.
• Strong capability to prioritize, manage multiple projects and meet deadlines.
• Highly analytical, meticulous, organized and results oriented.
• Strong written and verbal communication skills, together with strong presentation skills.
• Excellent interpersonal and communication skills with the ability to build a strong relationships & partnerships with people from different levels in the organization and with different styles
• Agile, ability to use discretion and deal effectively with uncertainty, change and ambiguity.
• Innovative, open-minded, proactive, independent and customer orientated.

Key Interactions / Stakeholders:

Internal

• Division Leader, key business partner
• Stakeholders: P&O GM, MD and ELC
• People Experience, in deployment of projects and people discussions
• People Solutions, in obtaining SME support and expertise
• HR Business Services, for HR processes

External

• Consultants, Vendors

At Chanel, we are you focused on creating an inclusive culture that nurtures personal growth, contributing to collective progress. We believe the uniqueness of each individual increases the diversity, complementarity and effectiveness of our teams. We strongly encourage your application, as we value the perspective, experience and potential you could bring to Chanel.