HR Business Partner

Job Mission:

HR Business Partner provides consulting and advisory to strategically plan and proactively meet the people and talent needs to support business growth, as a source of competitive advantage for the business. He/She should build trust and strong partnership with the Fashion and Watches & Fine Jewelry Divisions, to understand Chanel’s business and its competitive landscape in the context of the luxury retail industry, in order to anticipate and advise on workforce demand and supply. 

Given the context of an ever changing landscape, he/she should anticipate future needs and manage change effectively. Source, nurture, and engage best talents and leaders to realize Chanel's priorities. As an effective HR Business Partner, he/she should effectively (re)present business needs to obtain stakeholders’ buy-in and collaborate with other HR and/or corporate functions to synthesize and integrate diverse perspectives in order to derive optimal solutions for the business. He/She is also responsible for organizing, orchestrating and deploying relevant HR teams and expertise to support the quality delivery of proposed HR solutions, to achieve maximum human resources performance for best business achievement.

Key Responsibilities:

Strategic Focus

Strategic Workforce Planning & Shaping and Organization Design / Change Management

Consults with market division leaders (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(s), making adjustments where necessary.

Facilitate and advise business leaders 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.

Look for opportunities to reshape the job whenever an opening is available to ensure the best ROI are delivered to the business vision, strategy and plans.

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.

Workforce & Capability Plan, 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 designated business(es). 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

Responsible for managing talent KPI such as voluntary turnover, NPS score for designated division / function and develop appropriate action plan via talent and engagement levers. Mobilize resources and deploy action plan.

Talent Management

Custodian of divisional talent. Manage division 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 with the support by People Experience, 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

Drives 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 prioritize 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.

Talent Acquisition & On-boarding

Responsible for overseeing and fulfilling hiring needs within division in partnership with the talent acquisition team.

Owns talent acquisition strategy for division in consultation with People Solutions. 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 design, selection of candidates with right competencies and culture fit using effective screening and assessment processes. Guide managers in the interpretation of assessment results.

Obtain sign off with market / Asia rewards team (based on leveling, job grade > 12 for JE Tool).

Responsible for designing and providing inputs to onboarding program for office hires and ensuring effectiveness and optimal employee experience for the 100-day orientation in partnership with People Experience.

Implements onboarding new hires for Business leaders.

Performance Management

Partner business leaders to shape annual division priorities and translate them into areas of focus for each population

Coach and guide business leaders in understanding and implementing Performance @ Chanel for their team. Ensure effective usage of performance indicators within division.

Advise business leaders on annual compensation review for their team members. In partnership with People Experience, 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 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 division 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) in collaboration with People Experience.

Exit Management

Advise business leaders 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 in partnership with People Experience.

Work with business on vacancy replacement and role reshaping

Conduct exit interviews 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 division leader and his/her direct reports (ELC-1) for all people matters, providing advice and ensuring compliance on local labour 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.

The Person:

Flexible and positive mindset to embrace changes and agility to adapt

Empathy and excellent communication skills to communicate effectively and maintain good relationships with business stakeholders across various APAC markets

Ability to multitask, and thrive in a fast-paced environment

Key Interactions / Stakeholders:

Organisation Relationship: