Talent Acquisition Manager, Retail - West

Richemont•Los Angeles, CA

18d•$115,000 - $120,000

About The Position

The Talent Acquisition Manager, Retail – West, for Cartier is responsible for executing recruitment strategy and elevating the candidate experience for boutique and other positions. The role manages the full recruitment lifecycle, with an emphasis on networking, relationship-building, candidate sourcing, and creating experiences aligned with the company’s talent principles. The manager works with hiring managers, HR Business Partners, commercial leaders, talent colleagues, and external partners to build pipelines, fill vacancies, and share labor-market insights. The position 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 role leads recruitment intake meetings, conducts interviews and exploratory calls, presents diverse candidate shortlists, and maintains high-touch candidate relationships. It proactively sources candidates through the ATS, social media, job boards, field recruitment, and other search tools; communicates labor-market trends and regional compensation benchmarks; and recommends recruitment initiatives and digital enhancements. The manager also supports internal talent sharing, vendor and agency engagement, onboarding coordination, recruitment reporting, and presentation of recruitment activity and market intelligence to executives and senior leaders. Richemont offers eligible employees a comprehensive benefits program, including medical, dental, and vision coverage; health savings and flexible spending accounts; life insurance and disability benefits; a 401(k) with employer match; paid time off; wellness reimbursement; an employee assistance program; and volunteer days off. The expected salary range is $115,000–$120,000, with salary determined by relevant skills and experience.

Requirements

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

Nice To Haves

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

Responsibilities

Lead intake meetings with hiring managers to understand vacancies, review pipeline profiles, define interview cadence, and share labor-market intelligence.
Interview candidates against position-specific competencies and behaviors, conduct exploratory calls, and build relationships with referrals.
Provide hiring managers with diverse candidate shortlists in a timely manner.
Maintain a high-touch candidate experience throughout recruitment.
Build talent pipelines using the ATS, social media, job boards, field recruitment, and outreach to passive candidates.
Communicate labor-market trends, regional compensation benchmarks, and talent availability.
Identify and recommend recruitment initiatives, best practices, and digital enhancements.
Lead active candidate sourcing and recruiting using appropriate search tools, processes, and strategies.
Partner with hiring managers and commercial leaders to understand needs, create interview matrices, provide market feedback, and communicate process updates.
Collaborate with HR Business Partners to improve service delivery to internal stakeholders.
Work with the AVP of Talent to develop recruitment strategies by Maison and function and minimize time to fill.
Participate in staffing committees and talent-sharing meetings to identify candidates 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 recruitment agencies, local high schools and colleges, trade schools, and other relevant stakeholders.
Coordinate candidate onboarding with HR generalists and hiring managers.
Create digital job advertisements for social media.
Coordinate and attend local job and college fairs and network in the community.
Track and communicate interviews, placements, retention, agency submissions, and agency spend according to established processes.
Maintain the ATS, including candidate notes and submissions, interview and hiring workflows, and talent pools.
Present recruitment activity and labor-market intelligence to executives and senior leadership.
Travel periodically to markets and Richemont North America as required.