Main responsibilitie:

• Lead end-to-end talent acquisition, with a strong focus on retail and other business-critical positions, including agencies, direct sourcing, referrals, job boards, candidate screening, interviews and offer recommendations.
• Partner with the Finance Director, Management Team, department heads and boutique managers on organization design, team structure, workforce planning and other important people matters.
• Participate in management discussions and provide recommendations and advice on talent, performance, promotion, succession and organizational matters, exercising independent judgment within delegated authority.
• Drive talent development and succession planning, including the identification and development of future leaders .
• Coordinate performance management, OKR, MBO, promotion and salary review processes in partnership with Finance and business leaders.
• Support job descriptions, title consistency, grading preparation and people data required for organization and compensation decisions.
• Act as a point of contact for employees and managers on pe-orpelaeted matters and contribute to employee relations, culture and engagement initiatives, escalating complex cases where appropriate.
• Support employee integration and probation fo-ullopw from a people perspective, in coordination with hiring managers; administrative onboarding/offboarding remains with Finance.
• Support employer branding, career site content and other initiatives that strengthen the company’s attractiveness as an employer.
• Identify development needs with business leaders and coordinate relevant local, regional and global learning initiatives.
• Coordinate with Finance and external advisors on HR policy and compliance matters where required, and maintain appropriate People & Talent trackers, timelines and KPIs.
• Manage work priorities and working schedule with a high degree of autonomy, subject to business needs and applicable company policies.
• Lead end-to-end talent acquisition, with a strong focus on retail and other business-critical positions, including agencies, direct sourcing, referrals, job boards, candidate screening, interviews and offer recommendations.
• Partner with the Finance Director, Management Team, department heads and boutique managers on organization design, team structure, workforce planning and other important people matters.
• Participate in management discussions and provide recommendations and advice on talent, performance, promotion, succession and organizational matters, exercising independent judgment within delegated authority.
• Drive talent development and succession planning, including the identification and development of future leaders .
• Coordinate performance management, OKR, MBO, promotion and salary review processes in partnership with Finance and business leaders.
• Support job descriptions, title consistency, grading preparation and people data required for organization and compensation decisions.
• Act as a point of contact for employees and managers on pe-orpelaeted matters and contribute to employee relations, culture and engagement initiatives, escalating complex cases where appropriate.
• Support employee integration and probation fo-ullopw from a people perspective, in coordination with hiring managers; administrative onboarding/offboarding remains with Finance.
• Support employer branding, career site content and other initiatives that strengthen the company’s attractiveness as an employer.
• Identify development needs with business leaders and coordinate relevant local, regional and global learning initiatives.
• Coordinate with Finance and external advisors on HR policy and compliance matters where required, and maintain appropriate People & Talent trackers, timelines and KPIs.
• Manage work priorities and working schedule with a high degree of autonomy, subject to business needs and applicable company policies.

Not part of the core scope:

• Payroll execution, attendance calculation, social insurance administration and employee payroll inquiries.
• Routine HR administration, onboarding/offboarding paperwork, HRIS administration and Chutaikyo administration.
• Ownership of the HR operational backbone, which remains with Fi nance