Requirements: English
Company: Longchamp
Region: Madrid , Community of Madrid
Do you want to work for a creative, energetic, authentic fashion company with a rich history dating back to 1948?
If so, this is your opportunity!
Why join us?
- Be part of a modern company with a human culture
- Freedom to innovate and make your mark
- An active, collaborative, and constantly evolving work environment
- Competitive compensation package
Join a team that believes in people as the driving force of success!!!
1. Job title
Country Human Resources Manager (HRBP)
2. Mission
The Human Resources Manager is responsible for implementing the company''s HR strategy, in line with our Group HR strategy. Working closely with managers, he/she ensures that Group HR policies are implemented, while guaranteeing employee development, career management and team performance.
This position promotes a harmonious and efficient working environment within the country.
3. Hierarchical position
Manager: General Manager.
4. Main responsibilities
Under the supervision of the country GM, the HRBP is responsible for:
- Supporting managers in HR management: advise and support managers on all HR issues, including recruitment, training, talent management and conflict management.
- Managing local HR projects: implement the Group''s HR policies and initiatives at country level, while taking into account local specificities.
- Managing the employee lifecycle: supervise recruitment, integration, training, career management and internal mobility processes in line with Group guidelines.
- Contributing to employee development: identify skills needs, define development plans and set up training programs to develop employees.
- Supporting performance management: help set up performance appraisals, support managers in monitoring objectives, and ensure the implementation of appropriate action plans.
- Ensuring a good labor relations climate: managing labor relations, preventing and managing potential conflicts, and maintaining a constructive dialogue with employee representatives.
- Ensuring legal and regulatory compliance: make sure that the company''s HR practices comply with local legal and regulatory requirements.
- Oversee payroll processing and manage all aspects of employee remuneration, including variable compensation components.
- Conduct both internal and external benchmarking to guide salary increases and bonus calculations.
5. Main tasks
- Support for managers: act as the main point of contact for managers on HR issues (recruitment, training, team management).
- Deployment of HR policies: adapt and implement the Group''s global policies at local level, taking into account country-specific needs and constraints.
- People management: identify and develop the organization''s key talents, propose succession plans and promote internal mobility.
- Conflict management: finding solutions to internal conflicts and maintaining a healthy, motivating work environment.
- Monitoring HR indicators: analyzing HR data (turnover, absenteeism, etc.) and proposing corrective actions based on observed results.
- Manage payroll, remuneration, and benchmarking for salary and bonuses, while coordinating compensation projects and ensuring compliance and data accuracy.
6. Expected professional and interpersonal skills
Knowledge :
- HR practices in a retail environment: mastery of issues specific to the retail sector, particularly in a high-end fashion environment.
- Social and labor law regulations: perfect command of labor law and legal obligations relating to personnel management (contracts, schedules, leave management, etc.).
- HR tools and software: familiarity with HR management systems (HRIS, ATS) and performance assessment and talent management tools.
- Market Trends and Compensation Strategy: Understanding of current market trends in compensation and benefits, enabling the development of competitive and effective remuneration strategies.
Skills :
- HR project management: ability to manage and steer HR projects (training plans, talent management, reorganization) by coordinating the various stakeholders.
- Skills development: ability to identify training needs, build development plans and monitor employee progress.
- Recruitment and integration: expertise in recruitment processes, from defining needs to integrating new employees.
- Data Analysis: Ability to analyze compensation data, in