Vice President, Global Talent

Overview

As the Vice President of Global Talent, your role is crucial in shaping and implementing the talent strategy for the maison. Your responsibilities encompass various key areas within the HR function. In this role, you will be instrumental in driving Tiffany & Co.'s talent strategy to promote and advance a culture of excellence and growth across the organization. You will also play a key role in embedding Diversity, Equity, Inclusion, and Belonging as a meaningful lever to strengthen employee experience globally. Your creativity, strategic thinking, people development skills, and passion for talent will be essential in attracting, retaining, and developing top-tier talent for the company.

Responsibilities

Talent Acquisition & Executive Recruitment

• Lead the global talent acquisition strategy, working closely with the Zones on implementing programs and initiatives.
• Lead executive level recruitment and partnering with senior leadership to understand their talent needs.
• Work closely with the CHRO on confidential mapping projects and market intelligence.
• Develop a strong network of executive talent to proactively fill leadership positions.
• Continually meet with talent on a global basis, always building a network and truly have a close knowledge of key talents, both internal and external to the Group. 
• Develop strong relationships with a select number of agencies and search firms to work with (as needed) and gain valuable market insight.
• Develop and execute dynamic and innovative talent attraction strategies to activate our People Promise internally and externally.
• Manage relationships with vendors and partners including LinkedIn, Glassdoor and Business of Fashion. Create new and immersive content for the sites that is uniquely Tiffany and demonstrates strong storytelling and savoir faire.  
• Drive creativity by enhancing external and internal talent attraction activities to address critical need workforces: hard to fill roles, retail, craft, early career talent. 
• Build and deliver programs that drive continuous learning and upskilling for the global talent acquisition community.
• Utilize data and analytics to drive recruitment decisions and improve hiring processes continuously.
• Ensure a rigorous and transparent selection process for executive hires, including assessments and interviews.
   

Talent Management & Organizational Effectiveness

• Implement talent management initiatives to identify high-potential employees and develop succession plans.
• Regularly engage and know top Group and Company Key Contributors at Tiffany and develop career strategies in alignment with personal goals and those of the business.  Have thoughtful and intentional development conversation with each G and C contributor globally 1x per year.
• Work closely with leadership to assess current talent capabilities and create strategies for talent development.
• Provide guidance on performance management processes and tools to foster a culture of continuous feedback and improvement
• Monitor employee engagement and retention metrics to address any talent-related issues proactively. Provide feedback analysis and themes to HRBP’s and Employee Relations.
   

Early Career Programming

• Design and implement programs to attract, onboard, and develop early career talent, including interns, graduates, VIE’s, apprentices and entry-level employees.
• Continue to develop and lead on the current programs, including, internship, apprentices, VIE and SKEMA, developing conversion strategies to show impact and ROI.
• Collaborate with US and international universities and educational institutions to build a strong pipeline of diverse early career talent.
• Work closely with LVMH on the overarching ‘Next Gen’ strategy.
• Continue to expand the early careers program globally through creative and new engagements and activations, developing partnerships with key influence schools and programs to drive employer brand desirability.
• Create programming for effective conversion of interns into full time employees, and also for early career enrichment and development.
   

LVMH Partnership

• Act as key global liaison for the Group and Watch & Jewelry Division and LVMH Group partnerships. 
• Regularly attend and actively represent Tiffany at Open Source, regional/functional Organizational Management Reviews (OMRs).
• Annually lead team to develop the Tiffany OMR presentation to LVMH through regular engagement with leaders and Group/Company Key Contributors. 
• Function as Lead on any new Group activations (Rise, Career Compass, LVMH Survey).
   

Learning & Development and Diversity Equity, Inclusion & Belonging (DEIB)

• Create and deliver learning and development programs that align with the organization's strategic goals.
• Identify key learning gaps in the organization, such as Onboarding, to create immersion, engagement and high impact experiences.      
• Expand learning from traditional classroom model and embrace development of rotations, mentorship programs, immersive experiences and formalize for scale.  Identify bespoke learning moments for key contributors and ways to create personalized and individual enrichment.
• Evaluate the effectiveness of learning programs and continuously enhance offerings based on feedback and results.
• Partner with external vendors and internal subject matter experts to provide a diverse range of learning opportunities.
• Ensure oversight of LVMH House learning nominations and ensure alignment to talent management and succession planning strategies.

• Lead the Diversity, Equity, Inclusion & Belonging function, setting priorities and building organizational alignment around key initiatives. 

• Drive a global DEIB strategy that supports engagement and best positions our teams to leverage DEIB to create a culture of luxury and performance. 

• Oversee key Tiffany DEIB initiatives and programs, including Employee Resource Groups, Tiffany Cares, and Tiffany Atrium, to strengthen culture, support business priorities, and build employee pride in working for Tiffany.

• Partner with internal and external stakeholders to strengthen DEIB capability across HR and the business, embedding inclusive practices in a pragmatic and sustainable way.

Requirements

• Minimum 15 years' experience in talent networking, development, acquisition and engagement strategies
• Curiosity and continuous drive to explore new ideas
• Global mindset 
• Proactive and results-oriented

The hiring range for this position ranges from $225,000.00 - $275,000.00. The rate of pay offered will be dependent upon candidates’ relevant skills and experience. Management is also eligible for bonus.