Job Description

Richemont owns some of the world’s leading luxury goods Maisons, with particular strengths in jewellery, fine watches and premium accessories. Each Maison represents a proud tradition of style, quality and craftsmanship and Richemont seeks to preserve the heritage and identity of each of its Maisons. At the same time, we are committed to innovation and designing new products which are in keeping with our Maisons’ values, through a process of continuous creativity.

MAIN PURPOSE

This role will provide full spectrum of Human Resources functions and be a strategic partner to help the business to continue to grow. Your partnership approach, cross-functional mindset, open-mindedness, agility and curiosity are core values to contribute to diverse and progressive team. Together with the management team, you will support internal communication and promote key pillars as CSR, DEI champion Well Being programs organizer and Transversal Projects.

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KEY RESPONSIBILITIES

• Key responsibility 1 – Business Partnering & Operation
• HR Strategy & Workforce Planning

• Have a good understanding of the business and strategy; establish a strong partnership with your stakeholders across all levels;
• Gather requirements from business on workforce planning, work closely with business leaders and managers to formulate a workforce plan to cope with business growth;
• Support management by providing human resources advice, counsel, and decisions;
• Explore opportunities to add value to business performance;
• Actively participate in the designing and implementation of a performance and sustainable organisation.

• Compensation & Benefits

• Work closely with the Total Reward team on salary benchmarking exercises, make recommendations based on market data and organizations' priorities;
• Analyze internal and external data to identify risks and opportunities, make recommendations for action plans;
• Keep track of HR budget, ensure headcount and costs are according to the budget plan.
  

• Talent Acquisition

• Partner with the TA team on recruitment on selection.
• Keep track on recruitment process, update stakeholders on a timely manner;
• Manage the orientation program, ensure that new joiners have a first-class onboarding experience.

• Talent Management:

• Facilitate career committee to manage talent deployment/development and mobility;
• Support management to develop and follow up of individual development plan;
• Manage the succession planning process by administering accurate talent evaluation information through talent management desktop;
• Drive the performance appraisal and processes to ensure executional excellence to manage employee development and linking it with organizational objectives.

• Employee Relations

• Foster a conductive working environment through employee relations activities and communication;
• Assist in handling all local labour tribunal cases (with the support from Richemont Compliance);
• Detect and handle complaints, disputes, and grievances of all staffs and to report them to the SEA HR leadership team;
• Coaching line managers in the event of counselling out employees who are under performance or taking any disciplinary action;
• Drive and facilitate regular employee engagement survey with its action plan in place.

• Learning and Development

• Implement learning strategies and programs with the business leaders as well as Richemont L&D team;
• Partner with business leaders to identify learning needs, plan & implement and monitor & evaluate the learning programs, ensure staff are equipped with adequate operation and technical skills;
• Partner and interact with Richemont L&D team and external suppliers for the implementation of corporate training or learning programs to meet the business needs where appropriate;

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• Key responsibility 2 – Internal Communication

• Develop and implement internal communication strategy that meets organizational business and functional objectives and aligns with the company strategy in SEA;
• Communicates initiatives to employees in a variety of print, digital, and interpersonal ways; tasks may include creating and publishing company newsletters, calendars, blogs and Intranet posts, and hosting meetings;
• Maintains knowledge of trends, developments, and best practices in employee retention, morale, recognition, productivity, and incentives;
• Partners with global and APAC functions to ensure consistency of messaging aligned to company strategy and direction.
• Drive Culture Amp/Employer Satisfactory Survey and its action plan

• Key responsibility 3 – Corporate Social Responsibility

• Building and managing corporate social responsibility strategies, programmes and initiatives as well as providing thought leadership for the company’s long term CSR plan;
• Helping to develop and foster a favourable relationship with the surrounding community: reaching out to target audiences, supporting the organization to deliver the Richemont’s CSR message;
• Coordinating participation in community and charitable activities, philanthropy projects and partnership organisations;
• Managing and coordinating the CSR Committee, including planning and follow up of meetings;
• Managing CSR reporting as well as ensuring the maintenance of external CSR certification;
• Managing CSR KPIs, data collection and analysis;
• Building strong working relationships across the various functions and markets at all levels of the organisation;
• Fostering strong links with Group CSR functions.

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• Key responsibility 4 – Transversal Projects

• Define transversal HR related projects with SEA HR Leadership team. Scope of work will encompass HR initiatives that support the enhancement of HR capabilities for future business growth;
• Develop and deliver HR related project action plans, identify and manage independencies in collaboration with cross-functional teams.
• Guide resources to complete the defined projects in accordance with overall objectives of project management;

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QUALIFICATIONS

Experience:

• Degree qualified with minimum 10 years' experience in a HR Business Partner role or with full spectrum of human resource functions;
• Excellent cross-team collaboration and strong influencing & communication skills within different stakeholders;
• Strong interpersonal and consulting skills in dealing with employees at all levels of the organization, including leadership, influencing and relationship-building across functions;
• Drive-for-results orientation with the ability to translate complex, strategic topics into specific, understandable goals, tactics, action plans and deliverables.
• Self-starter, energetic, positive and strong problem-solving skills driven by data, business acumen and market insights.
• Be passionate and proactive; willing and able to take initiatives;
• A high level of sense of ownership and personal accountability;
• Excellent verbal and written communication skills in English is a must.
• Able to work under pressure in a fast-paced environment.