Manager, HR Controlling

LVMH Perfumes & Cosmetics•Miami, FL

About The Position

Manager, HR Controlling supports HR Controlling, workforce planning, headcount governance, budgeting, forecasting, and people analytics for the Miami Regional Office and the Brazil and Argentina local markets. Working closely with HR, Finance, payroll, and business stakeholders, the role helps ensure that workforce data, people costs, and organizational plans are accurate, well coordinated, and aligned with business and financial priorities.

Requirements

3-6 years of relevant experience in HR Controlling, FP&A, Finance, Workforce Planning, People Analytics, Audit, or a related analytical function.
Proficiency in Excel - formulas, pivot tables, basic data analysis and PowerPoint skills
Excellent communication skills, verbal and writing
Comfortable working with large datasets and numerical information
Exposure to HRIS or reporting tools
Strong attention to detail and data accuracy
Analytical mindset with a willingness to learn and develop.
Professionalism and discretion when handling confidential information.

Responsibilities

Prepare and maintain headcount and FTE reporting for the Miami Regional Office, Brazil, and Argentina, including actuals, forecast, budget, vacancies, hires, exits, and internal mobility.
Maintain recurring dashboards and KPI reports covering workforce evolution, labor costs, vacancies, turnover, and other people metrics.
Perform monthly variance analysis against budget, forecast, and prior periods; investigate discrepancies and highlight risks or required follow-up to HR and Finance partners.
Validate workforce data across HR systems, payroll inputs, and reporting files to support accuracy, consistency, and traceability.
Translate workforce and cost data into clear summaries and practical insights for management review.
Coordinate inputs for annual workforce planning, budget, and forecast cycles for the Miami Regional Office and the Brazil and Argentina local markets, working with HRBPs, local HR teams, Finance, and business stakeholders.
Maintain position-control records for approved roles, hires, leavers, promotions, transfers, internal mobility, and organizational changes.
Prepare headcount scenarios and people-cost projections using agreed assumptions to support hiring plans, reorganizations, and other business decisions.
Consolidate workforce planning files and confirm that assumptions are aligned with approved financial plans, timelines, and organizational structures.
Track workforce commitments and emerging variances, follow up with stakeholders, and escalate material issues when required.
Track, forecast, and analyze people-related costs, including salaries, incentives, benefits, mobility, recruitment, training, and other HR expenses.
Partner with Finance to reconcile headcount and people-cost assumptions and resolve differences between HR and financial reporting.
Prepare workforce and cost analysis for business cases involving positions, promotions, organizational changes, and talent investments.
Monitor labor-cost trends and flag opportunities or risks related to cost efficiency, productivity, and resource allocation.
Maintain supporting documentation and ensure submissions follow internal approvals, budget governance, and audit requirements.
Serve as the day-to-day HR Controlling contact for the Miami Regional Office and coordinate regularly with HR and Finance teams in Brazil and Argentina.
Build effective working relationships with regional and local HR, Finance, payroll, and business teams to collect timely and accurate planning and reporting inputs.
Apply common methodologies, definitions, calendars, templates, and controls while incorporating local payroll, legal, and business requirements.
Provide market leaders with workforce reports and analysis to support discussions on staffing, vacancies, and people investments.
Coordinate regional reporting submissions and follow up on missing information, data-quality issues, variances, and required actions across the supported locations.
Prepare analysis supporting organizational design, spans and layers, productivity, succession planning, workforce capability, and talent investments.
Support reorganizations, operating-model changes, and other HR or business initiatives by providing accurate workforce and cost data.
Identify practical opportunities to automate or simplify controlling tools, dashboards, reports, and planning processes.
Maintain process documentation, reporting definitions, controls, and standard templates.
Complete ad hoc analyses and management requests with clear assumptions, accurate outputs, and concise conclusions.
Maintain appropriate controls over sensitive workforce and compensation data and ensure confidentiality at all times.
Follow internal policies, reporting deadlines, audit requirements, and control frameworks across workforce planning and HR reporting processes.
Prepare supporting documentation for internal and external reviews and coordinate responses to information requests.
Identify data, cost, process, or compliance issues and escalate them promptly with relevant facts and proposed next steps.