Director, Talent Management & Mobility

Richemont•New York, NY

About The Position

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. The Mission The Director, Talent Management and Mobility will be a strategic leader and visionary architect of Cartier North America's overall talent management strategy. This leader will proactively shape the organization’s future by driving the strategic direction for talent management and mobility, ensuring the organization is positioned for growth, retention, engagement, and productivity of our talents. The Director will champion and embed diversity and inclusion as a core pillar of the talent strategy, fostering a culture where all talent can thrive.

Requirements

Bachelor's degree with 10+ years of experience in a human resources or talent related field.
Proven experience assessing talent with the ability to connect to key competencies.
Expert utilizing diverse talent assessment and calibration frameworks.
Strong collaborator who thinks globally, but actions locally.
Expert in Project Management and thrive in managing multiple projects simultaneously with minimal guidance.
Demonstrated passion for process improvement and the ability to translate complex ideas into the least cumbersome process to deliver the same results.
Strong background in technologies that deliver efficiencies and how to overcome systems that do not.
Passionate about developing a workforce to ensure the success of the business.
Excel in a fast-paced environment.
Integrity and confidentiality is a must.
Service minded and self-aware.
Love working as a team, sharing ideas, empowering and celebrating the success of others.

Nice To Haves

Connector of people with a high level of curiosity.
Change agent with a keen eye on the future of the workforce and talent landscape that translates to the future needs of the business.
Passionate about mobility and the need to vary the workforce.
Communicate, present, and facilitate well.

Responsibilities

Define, develop, and drive the overarching talent management strategy and roadmap in collaboration with the AVP of Talent, enabling proactive career development aligned with the organization’s business objectives and talent strategy.
Strategically lead and oversee the Cartier Organizational Talent Review (OTR) process, owning its end-to-end execution, inclusive of defining the framework and timeline, preparing guidelines and training materials, setting criteria, scheduling and facilitating calibration meetings, data collection, data consolidation, leading calibration meetings with executives, synthesizing the talent review presentations for Global HQ. Ensure OTR’s effectiveness in identifying and developing key talent and driving critical talent discussions at the executive level with local and international Cartier Human Resources.
Strategically design, champion, and oversee the execution of enterprise-wide development programs (e.g., Project Leads) that assign high-potential talent to critical business initiatives, enabling the expansion of strategy across the broader organization.
Lead the development and continuous improvement of robust succession plans for critical leadership roles, proactively identifying and addressing talent gaps across the organization.
Proactively monitor and analyze the organization's talent health with key checks in with the AVP of Talent, providing strategic insights and recommendations to senior leadership on emerging trends and opportunities.
Develop and present strategic talent updates and recommendations for executive committees and rollups to international HQ.
Strategically lead and optimize domestic and international mobility programs to and from Cartier North America by actively collaborating with Cartier regions world-wide to ensure Cartier North America is actively engaging with internal top talent across Cartier globally and across all Richemont Maisons.
Chair and guide bi-monthly career committees, leveraging data to drive strategic talent decisions and foster internal career progression.
Initiate and lead local and global talent sharing initiatives between Maisons.
Oversee the development and analysis of internal candidate surveys to understand their internal mobility journey and implement effective changes to continuously advance and enhance the experience.
Lead the development, implementation and evolution of innovative programs to support internal job movement and diverse career experiences.
Oversee the creation of user-friendly resources and tools that empower employees to understand career opportunities, develop required skills and experiences, and successfully apply for internal roles.
Define and oversee the creation of comprehensive reporting, dashboards, and strategic metrics on internal mobility across Cartier North America.
Provide strategic insights and storytelling on trends related to talent management, talent development, and mobility, influencing key stakeholders.
Oversee the strategic management and optimization of Talent Specialist Desktop, ensuring that the data is correct, visible, and leveraged effectively for our HQ and Group partners.
Champion the strategic use of ongoing talent insights and advanced people analytics throughout the year to continuously inform and optimize internal mobility and career advancement strategies.
Establish and lead a strategic partnership with the People Analytics team to interpret complex talent data, translating insights into actionable strategies that drive impactful internal mobility and career advancement outcomes, translating insights into clear priorities and actions that strengthen performance, culture, and retention.
Partner with HR Operations and Technology to modernize talent processes alongside the Workday implementation.
Analyze and integrate leadership competency assessment and specialized assessment tools to gain deeper insights into individual and organizational capabilities, inform strategic talent decisions, and optimize development and succession planning.
Redesign and optimize assessment, promotion, succession, and development processes to align with best practices.
Embed AI across talent processes to surface insights, identify risks, and support forward-looking decisions.
Ensure talent data is high-quality, accessible, and actionable globally.
Build strong partnerships with executive leadership, HR Business Partners, Talent Acquisition, Learning & Transformation and governance committees to cultivate a strong network of internal stakeholders to drive alignment and successful delivery of strategic objectives.
Act as a trusted subject matter expert and strategic advisor to senior leadership on internal talent deployment, career growth initiatives, and talent marketplace solutions.
Communicate clearly on talent strategy, risks, and outcomes to senior stakeholders.
Strategically partner with Talent Acquisition to seamlessly connect talent planning, development, and retention strategies with acquisition and onboarding processes.
Collaborate strategically with the Learning & Transformation team to ensure the design and delivery of development programs are fully aligned with the overarching talent strategy.
Ensure integration of development initiatives with existing programs and learning pathways.
Partner with stakeholders to ensure synchronization of our employee value proposition across internal talent marketplaces.
Champion and drive initiatives to create an exceptional employee experience from the first interaction with the candidate through their last day of a successful internal candidacy.
Collaborate strategically with the Internal Communications team to create a cadence of monthly communication on employee mobility stories on Cartier Connect.
Serve as a key strategic partner to Cartier’s Head of Diversity, Equity and Inclusion to ensure alignment and advancement of the DE&I strategy.
Champion and drive initiatives that remove systemic barriers and foster a highly collaborative and inclusive work environment.