Talent Acquisition Manager, Retail - Southwest

Richemont•Las Vegas, NV

44d•Hybrid

About The Position

Richemont, a global luxury goods conglomerate, is seeking a Talent Acquisition Manager for its retail sector in the Southwest region. This role is crucial for executing recruitment strategies and enhancing the candidate experience for boutique and corporate positions. The position involves full-cycle recruitment, including candidate screening, pipeline development, market trend analysis, and relationship management, all while embodying the company's talent principles and passion for people. Richemont Americas values diversity and inclusion, aiming to create an evolving community where differences are celebrated, leading to creativity and excellence. The Talent Acquisition Manager will be a key player in this mission, contributing to the company's commitment to innovation and preserving the heritage of its luxury brands.

Requirements

Recruiting experience in a fast-paced environment, including prioritizing and leading multiple searches simultaneously.
3-5 years of experience in retail recruitment at the boutique level.
Ability to manage a high requisition count (20+), while maintaining strong relationships with candidates and internal clients.
Must love to work as a team - sharing resources, energy and candidates.
Ability to work across time zones, maintaining flexibility to meet the needs of boutique level and corporate leaders.
Must be digitally savvy, proficient with ATS, social media, digital platforms, and Microsoft Office Suite (Excel, PowerPoint, Word).
Integrity and confidentiality are a must.
Flexibility to adapt quickly.
Empathy in working with people and challenging circumstances.
Ability to influence and negotiate.
Strong presentation skills.

Nice To Haves

People-magnet and expert communicator.
Enthusiastic and passionate about luxury retail - its history, heritage and craftsmanship.
Field experience with an emphasis on high-volume recruitment of sales associates is preferred.
Periodic travel may be required to markets and Richemont North America.

Responsibilities

Lead and conduct intake meetings with hiring managers to understand vacancies, share potential profiles from pipeline, define interview cadence, and share labor market intelligence.
Interview potential candidates against position-specific competencies and behaviors, conduct exploratory calls, and establish/maintain relationships with referrals as a brand ambassador.
Provide hiring managers with a diverse short list of candidates in a timely manner.
Establish and maintain a high-touch candidate experience throughout the hiring process.
Proactively build talent pipelines using ATS, social media, job boards, and field recruitment, including outreach to passive candidates.
Understand and communicate labor market trends, regional compensation benchmarks, and talent availability.
Identify and recommend innovative recruitment initiatives, best practices, and digital enhancements.
Lead active sourcing and recruiting for qualified candidates using various search tools, processes, and strategies.
Develop and maintain relationships with Hiring Managers and Commercial Leaders to understand needs, create interview matrices, provide market feedback, and communicate updates.
Collaborate with HR Business Partners to enhance service delivery to internal stakeholders.
Work with the AVP of Talent to create recruitment strategies by Maison and function to minimize time to fill.
Interact with personnel across the organization in a team-oriented manner.
Participate in staffing committees and talent sharing meetings to identify strong candidates, facilitate talent exchanges, and maintain an internal talent pipeline.
Work closely with the Talent Specialist to ensure data integrity.
Facilitate and manage external vendor contracts and engage external vendors for key searches.
Contribute to global/HQ initiatives by partnering with talent colleagues across Maisons and regions.
Develop and maintain relationships with external recruitment agencies, local high schools, colleges, trade schools, and other relevant stakeholders.
Ensure candidates are properly onboarded through close partnership with HR generalists and hiring managers.
Create unique digital job ads for social media.
Coordinate and attend local job/college fairs, and network in the community to ensure a pipeline of candidates.
Track and communicate interviews, placements, retention, and agency submissions/spend.
Utilize and maintain the ATS, providing detailed notes and submissions on candidates, facilitating the interview/hiring process, and building talent pools.
Present to executives and senior leadership on recruitment activity and labor market intelligence.