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Director, HR - Retail & Field, MAC
Estee Lauder
New York, NY, United States
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Description
Responsible for leading a broad range of HR responsibilities for the MAC retail population, including employee relations, talent acquisition, performance management, career development, compensation, compliance, benefits and employee programs. Ensure alignment between HR activities and the strategic priorities of the brand and the Company/Brand. Support the Sales Capability COE and HR Retail Operations team in evolving the HR retail service delivery model.
Responsibilities
HR Generalist Responsibilities
Develop and manage strong business relationships with MAC Brand Leadership, to ensure awareness of brand priorities and support on delivery of HR initiatives
Collaborate with MAC brand leadership and lead the MAC HR team to identify key retail business priorities to support brand business objectives and growth and provide strong leadership within the MAC retail population.
Develop and lead MAC Retail HR team to excellence in delivery of HR capabilities to the MAC retail organization through further development of skills and capabilities, leveraging strengths and building additional bench strength.
Lead the ongoing development of an HR as a true commercial Business Partner to the MAC Field Organization
Lead the delivery of MAC retail employee relations expertise to drive retail performance, including identification of employee relations themes and trends that lead to insight and delivery of solutions.
Lead and develop MAC Regional Recruiters to develop recruiting practices and capabilities
Oversee the Regional Recruiters to ensure recruitment of top talent to fill open MAC retail positions as well as build the retail talent pipeline through collaboration with the Talent and Sales Capability COEs.
Use data and reporting to identify areas of opportunity for improvement in HR and Brand practices – eg engagement.
Collaborate with managers on identifying learning and development needs of the MAC retail staff and partner with relevant HR COEs and others as needed to identify and deliver appropriate learning and development support.
Plan, lead and execute various strategic and tactical projects for MAC, leveraging the skills of the MAC Retail HR team to ensure excellent execution
Provide guidance to brand leaders on the preparation and delivery of MAC retail performance reviews and ensure timely completion. Reinforce awareness and application of the leadership competency model as a tool for providing feedback.
Work in collaboration with HR Total Rewards COE to manage compensation and benefits for the MAC retail population, including salary planning and administration (i.e., merit, bonus, promotions, adjustments and equity programs) and ensure competitive positioning and internal equity.
Foster a culture of engagement and empowerment that values diversity and demonstrates fair and consistent management practices. Ensure all employees continue to feel workplace respect and open communication.
Retail Transformation & Alignment
Partner with the Global Sales Capability COE and HR Retail Operations team to help lead the evolution of the HR retail service delivery model through insights, testing and learning and development of analytics and ensure alignment with MAC retail focus areas and opportunities; assist in leading the integration of the retail service delivery model across brands throughout North America
Be an active contributor on cross brand HR Retail Operations projects to advance sharing and learnings across the organization, including Talent Acquisition design efforts, design and execution of retail PDP tool, etc.
Maintain a strong awareness of retail industry trends and best practices internally and externally and translate knowledge into actions.
Support and participate in various Global HR Projects and initiatives requiring Retail expertise.
Employee Services Expertise
Work collaboratively with Employee Services to maintain in-depth understanding of HR systems, processes, policies and practices. Align and educate peers, direct reports and managers to ensure compliance.
Leverage Oracle knowledge and experience to use data to support process, procedure and program changes as activities are transformed.
Coordinate with appropriate global HR service delivery leadership to ensure consistency and cohesiveness across the delivery of the services.
Understand the details and nuances around operations within the scope of US Employee Services; communicate business requirements and changes that could impact the delivery of the services.
Participate in Employee Services operational and performance review meetings.
Qualifications
8+ years of relevant experience in a progressive and dynamic environment.
Requires a skilled facilitator with sound judgment and diplomacy.
Must be a strategic thinker with the ability to influence and to drive business objectives while maintaining standards of “high touch”.
Excellent oral and written communication skills.
Knowledge of legal and regulatory factors including relevant employment laws.
Maintains an awareness of industry best practices.
Critical Competencies
•Builds Collaborative Relationships: Builds relationships based on trust and respect. Promotes the inclusion of diverse knowledge, skills, and experiences to achieve results. Respects and incorporates the priorities, needs, and processes of key stakeholders when making business decisions.
•Embraces and Initiates Change: Distinguishes what to preserve and what to change. Has the courage to initiate and lead the changes that drive success. Creates and communicates an inspirational and clear vision of the future state. Clearly defines the purpose driving change and ensures that everyone has a common understanding of plans and expectations. Identifies barriers and resistance to change, while proactively addressing concerns to overcome obstacles.
•Aligns and Engages the Team in the Vision: Provides clarity to each team member on their role in achieving the vision, strategy, and goals. Ensures that priorities are aligned with the vision and strategic priorities of the organization. Considers the current and future state of the company, and business climate when creating leadership messages.
•Develops Talent and Capabilities: Identifies and cultivates essential skills and attributes to maximize individual contribution and engagement. Links high performance and development to business goals. Positions development as an essential component of organization's overall success. Inspires and coaches high performances from individuals and teams across ELC.
•Strives for Excellence in Execution: Proactively seeks ways to improve personal and organizational effectiveness to meet current and future business needs. Proactively shares best practices across the business. References best practices and seeks feedback in order to improve their work and that of the team.