Human Resources Business Partner, Retail

Human Resources Business Partner - Retail

Our Brand

MCM (Modern Creation München) is a luxury lifestyle goods and fashion house founded in 1976 with an attitude defined by the cultural Zeitgeist and its German heritage with a focus on functional innovation, including the use of cutting-edge techniques. Today, through its association with music, art, travel, and technology, MCM embodies the bold, rebellious, and aspirational. Always with an eye on the disruptive, the driving force behind MCM centers on revolutionizing classic design with futuristic materials. Appealing to the 21st Century Global Nomad generation - MCM’s millennial and Gen Z audience is genderless, ageless, empowered, and unconstrained by rules and boundaries.

MCM is currently distributed online and in 650 stores worldwide including Munich, Berlin, Zurich, London, Paris, New York, Hong Kong, Shanghai, Beijing, Seoul, Tokyo, Middle East and more. For further information about MCM: www.mcmworldwide.com.

Working with us:

With a highly collaborative workforce working from offices and stores around the world, MCM established a multinational/multicultural organization. To uphold the culture & value of MCM, we intend to fulfil our corporate social responsibility by implementing the following values and to comply with high degree of legitimacy and ethical standards.

Our employees make the best efforts to become high-performing individuals who reflect the diversity of the communities in which we work and live. MCM’s commitment to diversity and inclusion includes recruiting and retaining employees from diverse backgrounds and experiences, creating awareness of diversity issues and benefits, and fostering a supportive environment where inclusivity is expected and prioritized. We have zero tolerance in any form of harassment, insultation, ostracization or groundless defamation of any other person.

Position Overview:

The HR Business Partner - retail (HRBP) position is responsible for aligning business objectives with employees and management in designated business units. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. The HRBP maintains an effective level of business literacy about the business unit's financial position, its midrange plans, its culture and its competition. This position will report to the Director of Human Resources.

Key Responsibilities:

Strategic Alignment:

• Collaborate with Leadership: Work closely with senior management to understand business goals and translate them into HR strategies.
• Organizational Development: Assist in the development of organizational structures that support strategic objectives.
• Conduct weekly meetings with respective business partners

Talent Management:

• Recruitment and Retention: Develop and implement strategies for attracting, hiring, and retaining top talent.
• Performance Management: Oversee performance and coaching systems/process to ensure employees receive feedback and development opportunities.
• Succession Planning: Identify and develop internal candidates for future leadership positions.
• Provide day to day performance management guidance to business partners

Employee Relations:

• Conflict Resolution: Address and resolve employee conflicts and grievances.
• Employee Engagement: Develop programs to enhance employee engagement and satisfaction.
• Compliance: Ensure compliance with labor laws and regulations.

Learning and Development:

• Training Programs: Design and implement training and development programs to enhance employee skills and career growth.
• Leadership Development: Provide coaching and development for leaders and managers.

HR Analytics:

• Data Analysis: Use HR metrics and data to drive decision-making and improve HR processes.
• Reporting: Generate reports on HR metrics and present findings to senior management.
• Analyze trends and metrics in partnership with the global HR group to develop solutions, programs and policies.

Policy Development and Implementation:

• Policy Creation: Develop, implement, and update HR policies and procedures.
• Compliance Audits: Conduct regular audits to ensure policies are adhered to and comply with legal standards.

Culture and Employee Experience:

• Cultural Initiatives: Promote a positive workplace culture that aligns with organizational values.
• Diversity and Inclusion: Champion diversity and inclusion initiatives to create a diverse and inclusive workplace.

Project Management

• HR Projects: Lead and manage HR projects, such as system implementations or organizational restructurings.

Experience & Key Competencies:

• Excellent verbal and written communication skills.
• Excellent interpersonal and customer service skills.
• Excellent organizational skills and attention to detail.
• Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
• Ability to acquire a thorough understanding of the organization’s hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors.
• Excellent time management skills with a proven ability to meet deadlines.
• Strong analytical and problem-solving skills.
• Proficient with Microsoft Office Suite or related software.
• Minimum of 5 years of experience resolving complex employee relations issues.
• Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, diversity, performance management, and federal and state respective employment laws.
• Bachelor’s degree preferred.

This job description is not all-inclusive, and MCM Products USA Inc. reserves the right to amend this job description at any time. MCM Products USA Inc. is an Equal Opportunity Employer and is committed to a diverse and inclusive work environment.

Salary range reflects the good-faith hiring base salary range for this position. However, individual salaries are determined by a variety of factors including, but not limited to: business considerations, local market conditions, internal equity, as well as candidate qualifications such as relevant skills, experience, and education/training.