Vice President-Talent

Talent Acquisition:

• Lead a global Talent Acquisition team to attract and onboard talent into the organization
• Develop a strong and attractive employer brand (Employee Value Proposition)
• Ensure inclusive practices are imbedded throughout recruitment processes, including candidate experience, technology, utilization of diverse slates and diverse interview teams
• Develop and amplify diversity outreach and recruitment strategies to meet Tiffany and LVMH representation goals, creating strong partnerships with top schools, external agencies / organizations and experienced professionals both internally and externally
• Identify critical to fill roles such as Client Advisors, High Jewelry Specialists, Craft and create meaningful talent pipelines by developing and executing a strong recruitment strategy
• In partnership with the HR Business Partners, lead executive recruitment and attraction of company key positions by regularly networking externally to build a talent pipeline of candidates, and internally to ensure enhanced mobility within Tiffany and LVMH
• In partnership with Total Rewards, align on processes for global mobility standards within the Maison and the LVMH Group.
• Establish onboarding framework for employees globally ensuring an exemplary Tiffany experience for all new joiners.

Talent Development:

• Increase people and organizational capability by working closely with regional talent teams, local HR and the business
• Lead and champion the LVMH Group performance development processes & strategies (DE&I, Rise) and liaise with HR and business leaders to build consistent action plans. Partner with HRBPs & business to roll out the campaign, train on the tool and monitor KPIs. Act as the LVMH Group champion for the Maison.
• Lead the organization through talent management processes including succession planning, bench strength analysis and identification of key positions ensuring that bias mitigation best practices are imbedded in all talent processes.
• OMR (Organization Management Review): partner with the Global CHRO to lead the annual LVMH review of critical talents, work on succession planning on key positions, and conduct career reviews.
• Align and integrate internal program offerings with LVMH and support the development of eligibility criteria and nomination processes
• Ensure the implementation of the global Tiffany & Co. learning and development action plan globally. Monitor the progress of the training participants and program effectiveness to ensure both are well matched in achieving our goals
• Deploy impactful learning strategies - including broad scale DEI learning such as awareness of unconscious bias, development of conscious inclusion, etc.
• Identify and review development needs on a global and local scale to inform local and functional program development, including setting criteria and success measures

Diversity, Equity & Inclusion:

• Champion Diversity, Equity and Inclusion in all talent and organizational processes. Ensure unconscious bias training across all employee bases, and lead ad-hoc projects and initiatives considering the organization needs and changes

Know The Talent:

• Identify company Key Positions and internal employees approved for mobility ensuring utilization of bias mitigation best practices and accountability for achieving representation goals
• Create an external network of top talent across all industries. Regularly engage with emerging talents and create a pipeline of candidates.
• In partnership with the CHRO, be the accountable leader for the Sustainability goals in the People pillar of our commitments

• Ensure DEI practices embedded throughout all of our talent strategies and activations
• Act as executive coach to the Tiffany COMEX (Senior Management) team

Know the Business

• Regularly visit Tiffany retail locations, corporate locations and craft
• Be present in stores and with the teams to connect closely with our business and understand key objectives, talent opportunities/gaps and make recommendations to elevate talent and performance within the organization
• Stay current on both talent strategies and industry/competitor activities