People Experience Partner - Learning & Development

Job description

Mission of People Experience team:

·  The People Experience team drives people-centricity and is the key to enhance employee experience, engagement and well-being in Chanel, championing best workplace practices and delivering quality HR service to the workforce. The team is a key influencer and advocate to perpetuate Chanel’s culture and values.  
·  As the primary contact point to employees on employee matters, People Experience team proactively curates a meaningful journey throughout the employee lifecycle, identifying and improving critical touchpoints to attract, engage and retain people / talents.
·  The People Experience team is responsible for bringing the Voice of employees and relevant employee insights to the Business. As such, the team should be adequately informed of both people and business priorities to strategically execute people initiatives and daily operations in an efficient and effective manner.
·  Given the ever changing landscape and highly competitive luxury retail talent market, People Experience team plays a crucial role as a change agent to the workforce, focusing on people centric / engagement activities and provide effective communications that resonate and motivate their designated employee segments / teams.
·  The People Experience team should be enthusiastic, service-oriented and an excellent communicator and collaborator, adaptable and thriving in a people-centric environment. And, the team should be skilled in engaging with others to promote a motivated and productive work environment. 

Job Purpose:

This position is responsible to embed (and support the evolution process) the culture of Chanel Korea and enhance employee experience through the identification, implementation and measurement of effectiveness of people development initiatives for Korea, in collaboration with key stakeholders.

Key Responsibilities:

·  Support the culture evolution process through the design/adaptation and deployment of appropriate people development solutions.
·  Work with both country and regional teams to identify and prioritize people development needs on a regular basis for each employee segment.
·  Develop and deploy learning and development initiatives for designated employee segment / teams partnering with Business Partners and Regional People Development leaders – collect nomination lists from managers, manage attendance and collate evaluation feedback, develop measurements/KPIs and so on.
·  Partner Business HR and business leaders to translate HR and business strategies to people development solutions, identify learning and development needs and liaison with People Solution to develop and execute key learning and development programs reflecting business needs and priorities.
·  Work with HR stakeholders and country leadership on individual development plans and the best ways to accelerate/follow up with individual learning on personal effectiveness development which are aligned with talent management/review plan.
·  Partner people managers to identify opportune moments to initiate learning and development conversations with individual employees, providing recommendations for learning courses / mentoring, etc. in accordance to company policies.
·  Participate in the design of people development solutions with appropriate learning methodologies according to the needs of the business and profile of target audience.
·  Identify and qualify outsources partners with a strong external network of external associates and appropriate credentials and experience together with internal key stakeholders.
·  Involve in people development projects at the regional and/or global level.

Role Specifications:

Technical Competencies

·  People & Talent Development
·  Employee Engagement
·  Strategic Planning
·  Coaching
·  Facilitation & Project Management
·  Data Analytics & Insights
·  Change & Communications
·  Design Thinking
·  Problem Solving

People & leadership Competencies

·  Developing & Empowering People
·  Collaboration
·  Communications
·  Coaching

Academic / Professional Qualifications

·  Minimum bachelor’s degree in Business. Masters/advance degree is a plus.
·  Fluent in English and Korean

Requirements:

·  A minimum of 8 years in a HR/OD role, ideally within “best in class” organization with a strong record of producing great leaders.
·  Possess in-depth knowledge and experience of designing and implementing people development processes with an appreciation and/or experience in talent management, performance management, learning and development, and employee engagement/communication.
·  Proven track record in leading and implementing successful initiatives in Korea. Astute multiple project management skills.
·  Strong functional skills possibly combined with broader HR and /or Line Management experience.
·  He/she will have led large multifunctional teams and will understand the complexities of managing effectively within a matrix environment of an organization undergoing rapid change and growth.
·  Previous experience with successfully facilitating group interactions and activities up to the senior management level. Obtain optimal level of engagement from all participants.
·  A proven track record of engaging with senior line management within leading edge organizations operating in a fast moving and competitive marketplace, demonstrating a courage and ability to challenge conventional thinking and bring new ideas and creativity to traditional business models. Working experience in global management/HR consulting firm is preferred.

Key Interactions / Stakeholders:

Internal

·  Employees and managers
·  Divisions and Corporate Functions GMs
·  P&O (People Solutions, HRBP, Business Services) at market and regional level
·  Divisions dedicated Learning and Development teams

External

·  Consultants and vendors