Talent Acquisition Manager, Retail - West

Richemont•New York, NY

17d

About The Position

The Talent Acquisition Manager, Retail – West will execute Cartier’s recruitment strategy and elevate the candidate experience for boutique roles. The position manages the full recruitment lifecycle, including sourcing and qualifying candidates, developing talent pipelines, advising hiring managers on labor-market conditions, and building relationships with candidates, referrals, internal partners, and external stakeholders. The role is based in Los Angeles or San Francisco and reports to the AVP, Talent – Cartier. Periodic travel to markets and Richemont North America may be required. The manager partners with HR Business Partners, Commercial Leaders, hiring managers, the Talent Specialist, and colleagues across Maisons and regions. The work includes managing a high volume of requisitions, maintaining accurate ATS records, coordinating interviews and onboarding, monitoring recruitment activity and spend, and presenting recruitment insights to senior leadership. Richemont offers a comprehensive benefits program for eligible employees. The expected salary range is $115,000–$120,000, based on relevant skills and experience.

Requirements

3–5 years of experience in retail recruitment at the boutique level.
Recruiting experience in a fast-paced environment, including prioritizing and leading multiple searches simultaneously.
Ability to manage a high requisition count (20+) while maintaining strong relationships with candidates and internal clients.
Ability to work across time zones and adapt to the needs of boutique-level and corporate leaders.
Digital proficiency with ATS platforms, social media, digital platforms, and Microsoft Excel, PowerPoint, and Word.
Integrity and confidentiality in handling human-resources matters.
Strong communication and presentation skills, with the ability to influence and negotiate.
Flexibility to adapt quickly and empathy when working with people and challenging circumstances.
Ability to work collaboratively and share resources, energy, and candidates.
Enthusiasm for luxury retail, including its history, heritage, and craftsmanship.

Nice To Haves

Field experience, particularly high-volume recruitment of sales associates.

Responsibilities

Lead intake meetings with hiring managers to understand vacancies, review potential pipeline candidates, establish interview cadence, and share labor-market intelligence.
Interview candidates against role-specific competencies and behaviors, conduct exploratory calls, and build relationships with referrals.
Provide hiring managers with diverse, timely candidate shortlists and maintain a high-touch candidate experience.
Build talent pipelines using the ATS, social media, job boards, field recruitment, and outreach to passive candidates.
Research and communicate labor-market trends, regional compensation benchmarks, and talent availability.
Recommend innovative recruitment initiatives, best practices, and digital enhancements.
Lead active sourcing and recruiting using appropriate search tools, processes, and strategies.
Partner with hiring managers and Commercial Leaders to understand hiring needs, create interview matrices, provide market feedback, and communicate updates throughout the process.
Collaborate with HR Business Partners to enhance service delivery to internal stakeholders and work with the AVP of Talent on recruitment strategies to minimize time to fill.
Participate in staffing committees and talent-sharing meetings to identify strong candidates, facilitate talent exchanges, and maintain an internal talent pipeline.
Work with the Talent Specialist to ensure data integrity.
Manage external vendor contracts and engage vendors for key searches.
Partner with talent colleagues across Maisons and regions on global and headquarters initiatives.
Develop relationships with external recruitment agencies, local schools and colleges, trade schools, and other relevant stakeholders.
Partner with HR generalists and hiring managers to ensure candidates are properly onboarded.
Create digital job advertisements for social media and coordinate or attend local job and college fairs; network in the community to build candidate pipelines.
Track and communicate interviews, placements, retention, agency submissions, and spend according to the talent acquisition operating model and process flow.
Maintain the ATS, including detailed candidate notes and submissions, interview and hiring process support, and talent pools.
Present recruitment activity and labor-market intelligence to executives and senior leadership.