1. HR Business Partnering — Central Division (25%)
- Serve as a strategic HR partner to Central Division department heads; forecast staffing needs and develop workforce plans aligned with business growth objectives.
- Lead talent management initiatives including succession planning, internal mobility, and career development programs for the Central Division.
- Manage the full performance management cycle — goal setting, calibration, and feedback — ensuring consistency with company objectives.
- Act as a trusted advisor to employees and managers on HR policies, employee relations, and conflict resolution.
- Coordinate with the Recruiting team on talent acquisition and collaborate with Commercial Division HR BPs on seamless talent mobility.
 
2. Compensation & Benefits (C&B) Management (25%)
- Oversee end-to-end payroll operations, ensuring accurate and timely salary disbursements in coordination with the Payroll Manager and external service providers.
- Ensure full compliance with withholding tax regulations, Korean statutory requirements, and CBA provisions.
- Manage HR records (new hires, transfers, terminations, salary changes, leave tracking) and supervise monthly commission accrual accuracy.
- Consult on compensation packages for internal equity and market competitiveness; support annual salary review and on/off-cycle promotions.
- Oversee compensation processes for outsourced employees in line with contractual and legal obligations.
 
3. HR Planning & Labor Cost Management (20%)
- Collaborate with the HR Planning Manager to calculate and track labor costs against the company headcount plan and annual budget.
- Monitor and report monthly labor cost variances to the CFO and CHRO; manage budget forecasting during the annual planning cycle.
 
4. HR Data Management & Reporting (15%)
- Lead HR data analytics and HRIS operations; manage KPI dashboards tracking turnover, absenteeism, productivity, and other critical HR metrics.
- Ensure accuracy and timeliness of HR data reports delivered to senior management.
 
5. Labor Relations & Union Negotiations (10%)
- Actively participate in union negotiations, providing data and analysis to support collective bargaining and wage discussions.
- Collaborate with the CHRO, CEO, and ER team to develop negotiation strategies and assess the financial implications of CBA outcomes.
 
6. HR Policy & Compliance (5%)
- Ensure company HR policies and the staff handbook comply with Korean labor laws and Company’s internal standards; conduct regular reviews and updates.
 

O Education & Experience
- Bachelor's degree or above (HR, Business Administration, or related field preferred).
- 10+ years of progressive HR experience, with demonstrated expertise across both HRBP and C&B / HR Operations functions.
- Experience in a people manager role, leading and developing HR teams.
- Prior experience in a multinational or luxury retail environment is a plus.
 
O Knowledge
- Deep expertise in Korean labor law, payroll systems, compensation structures, and statutory compliance.
- Comprehensive knowledge of HR practices across the full employee lifecycle.
- Strong understanding of labor-management relations, collective bargaining, and union negotiation processes.
- Proficiency in financial analysis, particularly labor cost management and budgeting.
 
O Skills
- Strategic HR planning with the ability to translate business needs into actionable people strategies.
- Strong leadership and team development capabilities in a collaborative, results-driven environment.
- Advanced analytical and problem-solving skills with ability to derive insights from complex HR data.
- Excellent verbal and written communication skills; fluent in Korean and English.
- Skilled negotiator, particularly in labor relations and collective bargaining contexts.
- Proficient in HRIS platforms, payroll software, and HR data reporting tools.
 
O Attributes
- High integrity and confidentiality; maintains the highest ethical standards in handling sensitive HR and compensation matters.
- Proactive, results-oriented mindset with initiative to identify issues and drive continuous improvement.
- Adaptable and resilient — able to manage competing priorities and lead through organizational change.
- Collaborative and credible, serving as a trusted advisor across all levels of the organization.
- Employee-focused with genuine care for workforce well-being and equitable people practices.