HRBP

Position

As a Human Resources Business Partner (HRBP) at LVMH Fashion Group, you will be instrumental in shaping and executing the people strategy for our Maisons, including Celine, Loewe, Marc Jacobs EMEA, Kenzo, Pucci, Givenchy, Rimowa, and Moynat. We believe that our people are our greatest asset, and you will play a pivotal role in fostering a culture of excellence and supporting both the company and its employees.

This dynamic role requires a pragmatic and proactive HR professional who can align HR initiatives with evolving business priorities, drive capability building, and enhance business growth. You will deliver comprehensive HR services, ensuring a high level of customer and people-focused support, all while adhering to company policies, procedures, and legal requirements.

Collaborating closely with leadership teams and key stakeholders, you will influence and implement strategic HR initiatives, embed a rich organisational culture, and champion an exceptional candidate, employee, and stakeholder experience. This is a unique opportunity to contribute directly to our growth, drive continuous improvement in HR practices, and expand your expertise within a passionate and innovative team.

Job responsibilities

Strategic Partnership & Employee Relations:

• Stakeholder Engagement: Build and maintain strong, effective relationships with stakeholders, ensuring clear communication and proactive identification of opportunities and potential issues.
• Expert HR Guidance: Provide professional and expert HR advice, guidance, coaching, training and support to employees and key stakeholders on a broad spectrum of HR and employee relations topics. Empower leaders with the skills and knowledge to effectively manage their teams.
• Policy & Compliance: Maintain comprehensive knowledge of employment law and HR best practice, ensuring all legislative changes are reflected in company policies, handbooks, and documentation.
• Proactive Issue Resolution: Analyse HR data to anticipate challenges and collaborate with stakeholders to implement proactive measures, including employee check-ins and performance management.
• Conflict Resolution: Lead disciplinary, grievance, capability, and appeal hearings, providing comprehensive coaching to managers and ensuring fair, consistent, and pragmatic solutions.
• Risk Management: Continuously identify and mitigate HR-related risks within the organisation, developing and executing strategic action plans.
• HR Communication: Establish effective communication channels to disseminate HR policies, considering current trends and legal updates, ensuring policies are inclusive, accessible, and easily understood.
• Diversity & Inclusion: Champion and embed Diversity and Inclusion practices across all HR processes.

Talent Acquisition & Development:

• Recruitment Strategy: Oversee the recruitment strategy and partner with the Talent Acquisition Specialist to develop best-in-class talent attraction and onboarding programmes.
• Talent Sourcing: Collaborate with the Talent Acquisition Specialist to source and recruit high-potential talent and build robust talent pipelines at all organisational levels.
• Contract Management: Oversee and authorise all contractual documentation related to appointments, terminations, and employment variations.
• Onboarding/Offboarding Excellence: Ensure all new hires experience a positive and seamless onboarding journey, working with the Talent Acquisition Specialist and Line Managers on induction, objective setting, and HR check-ins. Ensure all leavers are offboarded correctly and manage exit interview.
• Future Talent Planning: Anticipate future talent needs across the network and cultivate a strong professional network within the fashion and luxury sectors.
• Talent Mapping: Implement continuous management talent mapping processes.
• Learning & Development: Identify and recommend development and training needs across the network.
• Succession Planning: Actively participate in the Organisational Management Review (OMR) process, coaching retail employees on career development and identifying succession plans for key roles.
• HR Training: Develop and deliver HR and recruitment training for Managers in collaboration with the HR team.
• Employee Engagement: Partner with the HR team and stakeholders to build and deliver key people initiatives throughout the employee lifecycle, focusing on group values, culture, engagement, recognition, and employee experience.

Profile

Reporting & Systems:

• Compensation Review: Lead the annual individual compensation review process.
• Data: Manage and update internal HR systems (e.g., My Fashion HR, Talent Connect/Success Factors) to ensure accurate employee data.
• Reporting: Prepare monthly headcount and FTE reports for the Maisons, ensuring accurate reporting on ADP, as well as preparing and submitting annual reports.

Payroll & Benefits:

• Payroll Collaboration: Work closely with our Payroll Manager, taking responsibility for the monthly payroll input.
• Payroll Checks: Conduct thorough payroll checks with the Payroll Manager, ensuring all information at preview stage aligns.
• Information Flow: Ensure all key employee information, including starters, leavers, and changes in salary etc., is accurately and promptly communicated to the Payroll Manager.
• Compensation Benchmarking: In collaboration with the Payroll Manager, consistently benchmark salaries and benefits across the region to ensure we remain competitive within the market.

Projects & Continuous Improvement:

• Strategic Projects: Actively drive projects to enhance the HR function across LVMH Fashion Group Maisons, focusing on People Strategy, Talent, Employee Engagement & Development, DE&I, and HR Analytics.
• Organisational Effectiveness: Identify areas for continuous improvement, make recommendations, and lead organisational change to ensure structures are fit for purpose and support business objectives.
• Training Delivery: Create and deliver trainings on key HR and people strategy topics, aligning with business trends.
• Brand Ambassadorship: Serve as an ambassador for the group’s core beliefs and values, and advocate for your business area within the wider HR Team and among key stakeholders.
• Ad-hoc Support: Provide support for other HR or ad-hoc projects as required.

Additional information

ABOUT YOU

• Bachelor’s degree in HR, Business, or a related field, with a strong passion for HR, People, Recruitment, and Data.
• Proven experience as a generalist HR Business Partner, with demonstrated recruitment expertise.
• In-depth professional HR knowledge and advanced understanding of current employment law and legislation.
• Strong commercial and business acumen.
• Ability to thrive in a fast-paced environment, adapt quickly, multi-task effectively, and maintain exceptional quality and attention to detail.
• Experience in leading, coaching, and developing teams.
• Demonstrated ability to establish, build, and nurture strong relationships with stakeholders at all levels.
• A proven track record of leading, implementing, and driving change.
• A solutions-focused approach with the ability to identify and mitigate risks.
• Experience working in retail organisations or a strong interest in the luxury retail industry.
• Excellent communication skills, capable of effectively engaging with stakeholders across all levels.
• Proficiency in pipelining talent through strategic activities to ensure seamless hiring and promotion processes.
• Experience in managing the entire employee lifecycle.
• A flexible approach to attracting and hiring diverse talent from various backgrounds, disciplines, and seniority levels.
• Strong IT skills (MS Office, including advanced Excel).

YOUR APPROACH

• Collaborative: You value every contribution, thrive on collaboration, support colleagues, share knowledge, learn from others, and are willing to assist with team workload to ensure balance.
• Analytical: You understand the value of data and leverage it to inform your work and influence business leaders.
• Trusted Adviser: You build credibility with Hiring Managers and colleagues through a proactive approach, clear communication, and data-driven insights.
• Solution-Oriented: You actively identify, propose, and implement changes that enhance efficiency and effectiveness for yourself and the business.