Human Resources Senior Manager - Luxury Goods

Generalist Administration

• Implement and act as a point-person for policies orbiting administration, benefits, compensation, incentive plans, etc.
• Review existing policies and processes to present proposals for improvement to ensure efficiency and accurate results, as necessary

Talent Acquisition

• Manage full life-cycle recruitment for team of Client Services Center roles
• Lead HR on-boarding through First Training Day, preparation of Welcome Folders, collection of relevant documentation, and coordinate with Payroll team
• Act as a promoter for referral program internally to continually identify, interview and maintain a strong talent pipeline for the Client Services Center
• Lead with a qualitative-first recruitment and interview process

Employee Relations

• Maintain a cadence to ensure all HR policies and procedures are adhered to equally and consistently
• Act as an advisor to leaders at all levels in dealing with performance management and Employee Relations issues
• Conduct workplace investigations while capturing detailed research and recommendations in partnership with Legal Department, as needed

Performance & Career Development

• Monitor Client Advisers performance and provide support and advice for delivering performance reviews
• Advise on the organization structure of the Client Services Center and identify internal talent to promote mobility
• Assess current and future training and development needs in partnership with the Director of Talent Development & Engagement
• Manage OMR process for Client Services Center
• Develop and lead employment engagement initiatives in the Client Services Center

Compensation & Benefits

• Monitor full compliance in partnership with Director of Compensation & Benefits with any and all federal and state wage and hour regulations and offer recommendations to meet the requirements
• Conduct market and trend analysis through salary survey input and market research on an annual and ad-hoc basis
• Manage ICR for Client Services Center and guide supervisors throughout the process
• Partner with EVP Business Development and VP, Digital and CSC in implementing incentive programs
• Own the preparation of monthly bonus summary to monitor bonus payouts
• Partner with the HR controller in the staff cost budget planning
• Prepare communications to employees about benefit programs, procedures, changes, and government-mandated disclosures
• Partner with Payroll and Benefits teams to assist employees with inquiries

MPI does not discriminate on the basis of race, color, religion, sex, sexual orientation, gender identity or expression, national origin, age, disability, veteran status, marital status, or based on an individual's status in any group or class protected by applicable federal, state or local law. MPI encourages applications from minorities, women, the disabled, protected veterans and all other qualified applicants.