Talent Acquisition Manager, Retail - West

Richemont (Cartier/Van Cleef); Los Angeles (CA); On-site; USD 90,000 - 130,000; Full time

Job summary

Cartier in the United States is actively recruiting a Talent Acquisition Manager for the Retail West region, based in Los Angeles or San Francisco. You will lead the full lifecycle recruitment, collaborating with HR Partners and Hiring Managers to build a strong candidate pipeline and deliver an exceptional candidate experience.

The role focuses on strategic recruitment for boutique and corporate positions, with a strong emphasis on market insights, networking, and brand representation across

Responsibilities

• Lead intake meetings with hiring managers to understand vacancies and define interview cadence.
• Source and screen candidates, build a robust talent pipeline for boutique and corporate roles.
• Provide hiring managers with a diverse shortlist in a timely manner.
• Maintain a high-touch candidate experience throughout the recruitment process.
• Proactively build pipelines via ATS, social media, job boards, and field recruitment.
• Share labor market trends and regional compensation benchmarks with stakeholders.
• Identify and propose recruitment initiatives, best practices, and digital improvements.
• Lead active sourcing using multiple search tools and strategies.
• Collaborate with HR Business Partners to improve service delivery to stakeholders.
• Develop and implement recruitment strategies by Maison and function to minimize time to fill.
• Coordinate with local job/college fairs and community networks to sustain candidate flow.
• Manage external vendor contracts and engage vendors on key searches.
• Contribute to global HQ initiatives by partnering with talent teams across regions.

Job description

The story of Cartier is founded on audacity and passion. For more than 170 years we have embraced a bold, pioneering spirit that continues to inspire our teams across all Métiers from our boutiques to our workshops and corporate offices. Our 9000+ colleagues of 105 nationalities are united by a shared independent spirit and commitment to excellence, striving to continuously enrich our Maison's heritage by pushing the boundaries of creativity. At Richemont Americas, we aspire to reflect the ever-changing world around us. We are proud to employ talent from many different backgrounds, experiences, and identities to build a continually evolving, inclusive community where the diversity of our colleagues and clients is rich and celebrated. We believe when inclusion is fully embraced and empowered, creativity and knowledge emerge to deliver excellence, advancing the community that is uniquely Richemont Americas.

Talent Acquisition Manager, Retail - West

Cartier | Los Angeles or San Francisco

Reports to: AVP, Talent - Cartier

Role Overview

As a crucial member of the talent team, you will play an essential role in executing our recruitment strategy and elevating the candidate experience for boutique and positions. Your daily responsibilities will involve screening and qualifying potential candidates, collaborating with HR Business Partners and Hiring Managers to provide insights on job market trends, and actively building a robust talent pipeline. Your responsibilities will encompass the full lifecycle recruitment process, with a focus on networking, fostering relationships, and crafting memorable experiences that align with our talent principles. We expect you to share our enthusiasm for people and their potential.

Responsibilities

• Lead and conduct intake meetings with the hiring managers to understand vacancies, share potential profiles from pipeline, define the interview cadence, and share labor market intelligence.
• Interview potential candidates against position specific competencies and behaviors for current vacancies, conduct exploratory calls to identify high-potential candidates, and establish and maintain relationships with referrals while being the ultimate brand ambassador.
• Provide Hiring Managers with a diverse short list of candidates in a timely manner.
• Establish and maintain a high-touch candidate experience throughout the hiring process.
• Proactively build talent pipelines utilizing our Applicant Tracking System(ATS), social media, job boards, and field recruitment - including consistent outreach to passive candidates in support of developing robust talent pools for future vacancies.
• Understand and communicate labor market trends, regional compensation benchmarks, and talent availability.
• Identify and recommend innovative recruitment initiatives, best practices, and digital enhancements.
• Candidate generation lead and direct active sourcing and recruiting for qualified candidates utilizing various search tools, processes, and strategy.
• Develop and maintain relationships with Hiring Managers and Commercial Leaders to understand their needs, create an interview matrix, provide market feedback, and consistently communicate updates throughout the interview process.
• Collaborate and partner with the HR Business Partner to enhance service delivery to internal stake holders.
• Work closely with the AVP of Talent to create recruitment strategies by Maison and function to minimize time to fill.
• Team oriented with ability to interact with personnel across the organization.
• Participate in staffing committees and talent sharing meetings to identify and highlight strong candidates, facilitate talent exchanges, and maintain a robust internal talent pipeline.
• Work closely with our Talent Specialist to ensure data integrity.
• Facilitate and manage the external vendor contract process as well as engage external vendors utilized on key searches.
• Contribute to global/HQ initiatives by partnering with talent colleagues across Maisons and in other regions.
• Develop and maintain relationships with external recruitment agencies, local high schools and colleges, trade schools, and other relevant stakeholders.
• Ensure candidates are properly onboarded via close partnership with HR generalists and hiring manager.
• Lead and conduct intake meetings to understand vacancies, share potential profiles from pipeline, define the interview cadence, and share labor market intelligence.
• Interview potential candidates against position specific competencies and behaviors for current vacancies, conduct exploratory calls to identify high-potential candidates, and establish and maintain relationships with referrals while being the ultimate brand ambassador.
• Provide hiring managers with a shortlist of candidates.
• Create unique digital job ads for social media.
• Coordinate and attend local job/college fairs, and network in the community to ensure a pipeline of candidates for hiring managers.
• Establish and maintain