LVMH Cosmetics K.K. - HR Controller, Sr. Specialist

Position

The HR Controlling Senior Specialist ensures the accuracy, transparency, and strategic value of staff cost and headcount forecasting across all Perfumes & Cosmetics (P&C) brands. As a key business partner and trusted advisor to the HR Vice President, Brand General Managers, HR Business Partners, Brand Controllers, and Finance teams, the role delivers advanced financial insights, anticipates cost impacts, and supports strategic decision‑making in a rapidly growing market. The position also leads cross‑entity reporting governance, data quality initiatives, and process optimization across the HR Controlling function.

Job responsibilities

HR Controlling

• Lead the staff cost forecasting cycle for multiple brands with high complexity, ensuring accuracy, consistency, and alignment across 4–6 entities.
• Build, refine, and enhance forecasting frameworks, incorporating regulatory, tax, payroll, and business‑driven impacts.
• Conduct deep‑dive variance analysis (Actual vs Budget/Forecast) and provide strategic insights and recommendations to HR and Finance leadership.
• Oversee all HR‑related accruals (recruitment fees, paid holiday reserves, performance bonuses), ensuring accuracy, compliance, and alignment with accounting standards.
• Anticipate external impacts—labor law changes, tax revisions, benefit scheme updates—and advise stakeholders on financial implications.
• Act as a subject‑matter expert for HR Controlling, supporting decision‑making across brands and functions.

Reporting & HR Metrics

• Lead monthly headcount reporting (starters, leavers, FTE, transfers) with commentary and insights.
• Oversee all HR reporting processes (internal, P&C HQ, LVMH Group), ensuring accuracy, timeliness, and data consistency.
• Own HR scorecard/metrics analysis, identifying trends in absence, overtime, turnover, and other KPIs, and advising HR leadership on implications.
• Lead reporting automation and multi‑entity reporting optimization using Power Query/Pivot and data modeling tools.

 HR Database & Data Governance

• Lead data quality initiatives and ensure consistency of HR database structures (cost centers, analytical dimensions, employee master data).
• Drive improvements in data governance, accuracy, and reporting integrity across all entities.

Process Optimization

• Lead the simplification, standardization, and automation of HR controlling processes to reduce manual work, improve data accuracy, and strengthen internal controls.
• Leverage digital tools and AI‑enabled solutions to enhance forecasting, reporting, and data management efficiency.
• Drive cross‑brand and cross‑entity initiatives to improve HR controlling frameworks.

Other Responsibilities

• Manage data submissions to external remuneration survey vendors.
• Handle ad‑hoc reporting requests (compensation surveys, national statistics, benchmarking).

Profile

Qualifications

• 5+ years of experience in Finance, FP&A, or Controlling, with strong exposure to HR controlling and payroll cost structures.
• University degree (any major); interest in AI, automation, or data analytics is welcomed.
• English and Japanese: Business level (mandatory).

Skills

• Advanced financial acumen with deep understanding of cost centers, P&L/BS impacts, payroll flows, and staff cost accounting.
• Advanced Excel & data modeling skills:
  • SUMIFS, COUNTIFS, IFS, INDIRECT, OFFSET
  • Power Query merges, Power Pivot, data models
  • Dynamic arrays (FILTER, SORT, UNIQUE)
  • Data Analysis Expressions basics (CALCULATE, SUMX, FILTER)
• Strong knowledge of regulatory compliance and risk management related to HR costs.
• Ability to translate payroll data into accurate forecasts, accruals, and variance insights across multiple entities.

Key Competencies

• High rigor, autonomy, and proactivity; able to lead optimization initiatives and cross‑brand projects.
• Strong analytical and communication skills; able to present insights and influence senior stakeholders.
• Exceptional confidentiality and integrity in handling sensitive HR and payroll information.
• Strong business acumen with the ability to connect HR, financial, and operational impacts.
• Ability to collaborate effectively across HR, Finance, and brand teams.

Additional information

• Coverage: All P&C brands across 4–6 legal entities
• Staff cost responsibility: Multi‑billion‑yen annual staff cost budget
• Reporting cycles: Monthly closing, Forecast, Revised Budget, Annual Budget
• Internal Relationships: HR Vice President; Brand General Managers; HR Business Partners; Brand Controllers & Finance teams; HR Operations / Payroll; P&C HQ C&B (regional/global)
• External Relationships: Payroll vendors; Remuneration survey providers; External auditors and consultants

Recruitment process

• 1st interview: HR
• 2nd interview: Hiring Manager
• 3rd interview: COO