[담당업무]

▣ Position Summary
The People Engagement Director will serve as a strategic leader responsible for overseeing and integrating key People & Culture functions: HRD/L&D/OD (Development), Talent Acquisition (TA), Talent Management, and Internal Communication.
This role is critical in securing, developing, and retaining world-class talent that aligns with the company’s unique brand values and service standards. The Director will be the architect of a highly engaging and performance-driven organizational culture, directly impacting business success through enhanced employee experience and maximized engagement.

▣ Key Responsibilities

1. Talent & Organizational Development (HRD, L&D, OD)
- Luxury Service & Brand DNA Training: Design and execute holistic learning programs (new hire, manager, leadership) that embed the essence of the luxury brand, its history, values, and exceptional service standards into daily operations.
- Organizational Health & Change Management (OD): Lead organization-wide diagnostics (e.g., Engagement Surveys) to identify cultural needs, propose strategic interventions, and drive large-scale organizational change initiatives.
- Leadership Pipeline: Establish and manage leadership development programs, succession planning, and Hi-Potential (Hi-Po) programs to cultivate future leaders within the luxury retail environment.

2. Talent Acquisition (TA) Strategy
- Premium Talent Sourcing & Employer Branding: Develop and execute a sophisticated talent acquisition strategy to attract best-in-class talent (Head Office experts, Flagship Store Directors, Sales Professionals) fitting the luxury sector’s high standards.
- Signature Onboarding Experience: Create a seamless and luxurious onboarding journey that ensures new hires are quickly integrated, feel valued, and immediately understand the brand’s culture and performance expectations.

3. Talent Management & Performance Excellence
- Integrated Talent System: Design and maintain an end-to-end Talent Management framework, integrating Performance Management, Career Pathing, and Talent Review processes for consistent development.
- Employee Experience Design: Strategically plan and execute initiatives across the entire employee lifecycle (Hire-to-Retire) to ensure a consistently positive, premium employee experience.

4. Internal Communication & Employee Engagement
- Strategic Internal Communication: Oversee all internal communication channels and content strategy to ensure transparent, consistent, and effective relay of company vision, strategy, leadership messages, and business updates across all regions/stores.
- Culture & Morale Building: Spearhead engagement initiatives, recognition programs, and cultural events that foster a strong sense of pride, belonging, and brand loyalty among employees.

[자격요건]

경력: 경력 10년↑
학력: 대졸
직무기술: OD, HR Director, People engagement Director

[우대사항]

외국어: 영어 회화능통,독해능통,작문능통

▣ Essential Requirements (Must-Haves)
- 15~20 years of progressive experience within Human Resources, with significant depth in at least two of the following areas: HRD/L&D/OD, Talent Acquisition, Talent Management, or Internal Communication.
- Minimum 3 years of experience in a leadership role.
- Deep and demonstrable experience within the Retail or High-End Service industry.
- Proven ability to translate business strategy into impactful, scalable People & Culture programs.
- Exceptional executive-level communication, presentation, and influencing skills, with the ability to engage stakeholders across all organizational levels.
 
▣ Preferred Qualifications
- Master’s degree in HR Development, Organizational Development, Business Administration, or a related field.
- Relevant professional certifications (e.g., SHRM-SCP, SPHR, ATD CPLP).
- Experience working within a multinational or global organization.
- Proficiency in HR data analytics and leveraging HR technology platforms.
 
▣ Key Competencies
1. Strategic Acumen: Ability to think holistically, connecting People Strategy directly to the long-term commercial goals.
2. Change Leadership: Skill in championing organizational change, managing resistance, and guiding the workforce through major transitions while maintaining engagement.
3. Service Mindset: Treating the employee as the "internal client," ensuring that every HR interaction and program reflects the premium quality and exclusivity of the brand.
4. Influence and Partnership: Strong track record of successfully partnering with C-suite and senior business leaders to co-create and drive the People agenda