Richemont, one of the world leaders in the luxury sector, has various Houses specializing in jewelry, watches and high-end accessories. Each Maison proudly embodies a tradition of style, quality and craftsmanship and Richemont strives to preserve the heritage and identity specific to each of them. At the same time, we are committed to innovating and designing new products in line with the values of our Houses, through a process of permanent creativity.
PURPOSE
This pivotal role is designed to strategically enhance our HR capabilities within North Asia Cartier. The Manager, Regional HR Projects & People Analytics, will drive the successful execution of key HR initiatives and leverage data-driven insights to improve our people analytics. By leading impactful HR projects and providing robust people insights, this role supports the Regional HR Director and business leaders in making informed people decisions that boost organizational efficiency and contribute to our overall business success. This position reports directly to the Regional HR Director, North Asia Cartier.
KEY ACCOUNTABILITIES:
HR Project Leadership & Management
- Lead the end-to-end management of critical regional HR projects, from conceptualization and planning through to execution, monitoring, and successful completion. Ensure projects are delivered on time, within budget, and achieve their strategic objectives.
- Spearhead regional HR initiatives across diverse areas including, organization dynamics study, change management, employee engagement, wellness programs, people sustainability, employer branding, university partnerships, and internship programs.
- Collaborate closely with HR teams, senior leadership, and cross-functional stakeholders to ensure project alignment with overarching HR and business goals.
- Identify opportunities for process optimization and champion the adoption of HR technology solutions to enhance operational efficiency and elevate the employee experience.
- Maintain comprehensive project documentation, including detailed plans, timelines, budgets, and risk assessments, ensuring full compliance with company policies and regulatory requirements.
Strategic People Analytics
- Collect, analyse, and interpret complex HR data sets, encompassing employee demographics, performance metrics, talent retention, compensation trends, and employee engagement survey results, to uncover actionable insights and identify emerging trends.
- Develop and present compelling, data-driven reports and dashboards using internal tools, translating complex analytical findings into clear, concise, and impactful narratives for various stakeholders.
- Partner with HR and business leaders to define and establish relevant HR metrics and Key Performance Indicators (KPIs) that are directly aligned with organizational objectives and strategic priorities.
- Implement rigorous data quality control measures and conduct regular audits to ensure the highest level of data integrity and accuracy across all HR data systems.
HR Strategic ad-hoc support
- Conduct in-depth People Cost and Workforce Planning analyses to optimize workforce productivity and support strategic resource allocation, directly contributing to business revenue maximization.
- Provide analytical support for reward-related initiatives and contribute to the development and maintenance of comprehensive HR dashboards.
KNOWLEDGE & SKILLS:
- Bachelor’s degree in business Analytics, Human Resources Management, Statistics, Finance or a related quantitative field.
- A minimum of 7 years of progressive experience in an HR function with a strong analytical focus, or a similar analytical role within a consulting firm or finance department, with a proven track record in data analysis.
- Demonstrated expertise in project management methodologies and strong analytical capabilities.
- Exceptional communication and interpersonal skills, with a customer-centric approach and a proactive, growth-oriented mindset.
- Proficiency in MS Office applications, particularly advanced Excel and PowerPoint. Experience with Power BI or Power Query is a significant advantage.
- Candidates with strong potential and slightly less experience may be considered for an Assistant Manager position.
PERSONAL ATTRIBUTES:
- Proactive & Driven: Possesses a "can-do" attitude and a strong desire to lead and champion HR best practices.
- Data-Driven Advocate: A firm believer in the power of people analytics as a strategic enabler for business success.
- Results-Oriented: Hands-on, highly organized, and adept at managing multiple priorities effectively.
- Prioritization & Quality Focus: Excellent ability to prioritize tasks and deliver high-quality results consistently, even under tight deadlines.
- Meticulous & Accurate: Demonstrates exceptional attention to detail and an unwavering commitment to data accuracy and integrity.
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