Sr. Manager, Human Resources

US04 Richemont North America, Inc.; United States; On-site; USD 120,000 - 160,000; Full time

Benefits offered by this job

Health insurance

401(k) with employer match

Wellness reimbursement

Volunteer days

Job summary

Richemont is seeking a Sr. Manager, Human Resources to lead HR strategy and operations for the North American network, including the Technical Center, Watchmaking schools, and boutique watchmakers across the U.S.

This role partners with Richemont HQ, runs workforce planning, talent development, and employee relations, and guides internal communications and mobility. The position requires 8–10 years in HR with strong experience in talent management, compliance, and cross-functional collaboration

Qualifications

• Bachelor’s degree in HR, business admin or related field.
• 8–10 years of progressive HR experience, with talent management focus.
• Experience in diverse populations across multiple locations.
• Knowledge of U.S. employment laws and compliance.
• English fluency; Spanish or French preferred.

Responsibilities

• Lead HR strategy and operations for multiple U.S. sites.
• Oversee talent planning, succession, and employee relations.
• Partner with Legal/Compliance on sensitive issues.
• Drive internal communications and employee engagement.
• Manage visa and mobility processes.

Skills

English communication

Strategic HR leadership

Talent management

Education

Bachelor's degree in HR or related field

Master's degree preferred

Tools

SAP

Workday

Job description

Richemont, one of the world leaders in the luxury sector, has various Houses specializing in jewelry, watches and high‑end accessories. Each Maison proudly embodies a tradition of style, quality and craftsmanship and Richemont strives to preserve the heritage and identity specific to each of them. At the same time, we are committed to innovating and designing new products in line with the values of our Houses, through a process of permanent creativity.

Role Overview

The Sr. Manager, Human Resources serves as the strategic HR leader for the Richemont Technical Center, Watchfinder International - Dallas, Boutique Watchmakers across the U.S., our Client Relations Center and the North American Institute of Swiss Watchmaking. This role is responsible for driving the full spectrum of HR strategy and operations, including talent management, succession planning, employee relations, learning & development, and strategic partnerships, with an emphasis on sustaining a long‑term pipeline of watchmaking talent while supporting business growth. The position also acts as the Internal Communications Lead for Dallas, working closely with the Head of Internal Communications to ensure alignment with regional initiatives and driving employee engagement.

Key Responsibilities

Talent Management & Workforce Planning

• Develop and implement comprehensive talent management strategies to attract, develop, and retain top talent across all supported populations (Technical Center, Client Relations Center, Watchfinder, Boutique watchmakers, and NAIOSW).
• Lead career pathing and succession planning initiatives to identify and develop future leaders, ensuring business continuity and organizational growth.
• Partner with senior leaders and Richemont HQ to align workforce planning with long‑term business needs, ensuring sustainable talent pipelines across North America.
• Develop strategic partnerships with watchmaking schools, technical programs, and professional organizations to strengthen pipelines of skilled employees across all business functions.
• Drive collaboration with Richemont HQ and regional leadership to ensure global alignment and effective talent exchange, including internal mobility and visa process management.

HR Business Partnership

• Manage a wide range of high‑complexity employee relations matters across the U.S., ensuring consistency, risk mitigation, and alignment with company values.
• Coach and counsel leaders on employee relations, performance management, and organizational development, fostering a culture of accountability, fairness, and engagement.
• Serve as a trusted advisor and strategic business partner to senior leaders, providing expert guidance on all HR‑related matters.
• Partner with Legal and Compliance on sensitive issues, ensuring proactive risk management and adherence to U.S. employment laws, particularly in complex markets such as New York City and California.

Learning & Development

• Develop and implement learning and development initiatives that strengthen organizational capability, foster career progression, and ensure future readiness across technical and administrative functions.
• Identify and address skill gaps through targeted training programs and development opportunities.
• Promote a culture of continuous learning and development across the organization.
• Lead needs assessments in partnership with functional leadership to proactively identify skill and competency development opportunities for emerging leaders.
• Strategically align and coordinate with Regional L&D partners to leverage best practices and create cross‑functional development opportunities that support organizational goals.
• Collaborate with the Dallas HR team to identify synergies and address business needs, ensuring alignment and prioritization of L&D initiatives.
• Oversee the planning, scheduling, and execution of Career Committees and Talent Calibration meetings for Americas Technical teams, partnering with key stakeholders and Dallas HRBPs to drive mobility, succession planning, and the implementation of development tools to address identified skill gaps.

HR Operations & Administration

• Oversee HR operations and administration for supported populations, ensuring effective delivery of core HR processes in the absence of direct reports.
• Manage complex visa and mobility processes, ensuring seamless employee movement between regions and business entities.
• Partner with payroll, benefits, and compensation teams to ensure accuracy and compliance in all employee‑related transactions.

Internal Communications & Engagement

• Act as the Internal Communications Lead for Dallas, working in partnership with the regional Head of Internal Communications for Americas Region.
• Drive internal communications strategy for Watchmaking School while collaborating with Group IC, Maison IC & Regional IC teams to ensure visibility and desirability in joining our Technical teams.
• Drive internal communications and engagement initiatives in Dallas to strengthen culture, foster collaboration, and support organizational priorities.
• Serve as a key ambassador for reinforcing Richemont’s values and driving initiatives that enhance employee experience and retention.

Dimensions

• Scope of Support: 220+ employees at the Technical Center, 35 boutique watchmakers across the U.S., 17 employees at Watchfinder, 15 employees at Client Relations Ceneter, and 28 students at NAIOSW.
• Geography: Nationwide responsibility across all U.S. boutiques and offices, with particular expertise in highly complex markets such as New York City and California.
• Partnerships: Close collaboration with Richemont HQ, High & Trade schools, and external organizations to secure long‑term talent pipelines.

HR Coordinator reports directly into this role.

Some travel regionally & globally required, up to 10%.

Qualifications

• Bachelor's degree in Human Resources, Business Administration, or a related field; Master's degree preferred.
• Minimum of 8-10 years of progressive HR experience, with a significant focus on talent management, employee relations, and HR business partnership.
• Demonstrated experience supporting a diverse employee population across multiple locations, including experience in complex markets such as New York City and California.
• Expert knowledge of U.S. employment laws and regulations, with a proven track record of ensuring compliance and mitigating risk.
• Exceptional communication, interpersonal, and presentation skills, with the ability to effectively communicate with and influence senior leaders.
• Proven ability to build strong relationships with senior leaders and influence decision‑making at all levels of the organization.
• Extensive experience in a fast‑paced, complex, and matrixed organization, with a demonstrated ability to navigate ambiguity and drive results.
• Strong business acumen and a deep understanding of the luxury retail industry, with a passion for the watchmaking profession (preferred).
• Advanced proficiency in HRIS systems (e.g., SAP, Workday) and Microsoft Office Suite.
• English is required, Spanish or French is preferred.

We Offer

• Employee wellbeing is a top priority at Richemont.
• We offer a comprehensive benefits program to support employees and their loved ones.
• Our core benefits include medical, dental, and vision programs.
• Health savings and flexible spending accounts are also available.
• The company offers income protection solutions including life insurance, disability benefits, and 401(k) with employer match.
• Understanding the importance of work‑life balance, our total rewards include paid time off, a wellness reimbursement benefit, and access to the employee assistance program.
• Employees are encouraged to make a difference in their local communities with volunteer days off, supporting initiatives that drive change.

Salary will be determined based on relevant skills and experience.

#Richemont #WeCraftTheFuture

In our Group, you can start anywhere and go everywhere. Internal mobility is one of the best growth accelerators to develop within Richemont and our Maisons. We encourage our people to be curious, drive their own career, and dream big.