1) Onboarding
•    Design and facilitate new hire orientation and partner with training and hiring managers to create a positive welcoming onboarding and brand experience for all new employees
•    Conduct in store trainings as needed
•    Guide the onboarding process to ensure acclimation to the brand for new hires with 30/60/90-day probationary evaluations

2) Organization Design and Change Management 
•    Support organizational change management
•    Plan and manage emergence of new organizational/business units 
•    Ensure diversity, inclusivity and inclusion are active practices in all facets of organizational development
•    Provide timely HR service to the organization, providing advice on best organization, operational excellence related practices and guidance on the interpretation and practical applications of HR policies, procedures, and legislation
•    Continue to work on Retail Organization Design to make it best fit organization in lien with business strategy to support retail 

3) Talent Management & Development 
•    Lead and coach managers through the performance and development process and talent review process in line with company guideline
•    Coach and develop the store retail management population with a focus on development opportunities, leading an effective sales force, driving high selling and service standards
•    Work with Managers to create employee development plans and goal setting – reviewing sales performance monthly 

4) ER
•    Provides counsel and facilitates prompt and effective resolution of employee relations to People Manager
•    Provide counsel to People Manager on their daily HR issue management
•    Regularly monitor HR practices, workforce practices within the business to ensure compliance with HR practices and local labor standards
•    Closely co-work with People Manager on delivering up-to-dated HR compliance, employee grievance management, discipline management, conduction of legal trainings and other labor and employment matters
•    Lead office grievances and business misconduct compliance issues and work on the store grievances and business misconduct compliance issues

5) Business Acumen
•    Have an interest and ability to know how the business works, analyze business trends, and integrate talent management initiatives to impact business performance
•    Build credibility and influence cross-functional partners to achieve goals and maximize their teams and talent

- Bachelor’s Degree;
- A minimum of 10 years of prior experience in Human Resources functions, including a minimum of 3 years in a management position
- Relevant experience gained within a luxury retail environment, leading an HR function
- Demonstrable experience aligning HR goals and objectives with the retail business goals, combined with a strong understanding of the business
- In-depth knowledge of employment practices
- Strong employment relations experience handling complex, performance management issues, disputes and grievances
- Flexibility in domestic travel and working from multiple locations
- Ability to plan and manage multiple performance management issues simultaneously
- Ability to follow up on projects and activities on a day-to-day basis to maximize impact
- Strong interpersonal skills and demonstrated ability to develop and maintain effective work relationships with all levels of internal and external colleagues
- Outspoken and open-minded with a dynamic work style
- Ability to influence without authority
- Able to work cross functionally in a highly matrixed environment to deliver and share results
- Strong motivation to work for retail and the proven ability to work in a multi-site capacity
- Fluent in both Korean & English and MS Office fluency