Job Mission:

Your role @ CHANEL

CHANEL is a privately-owned company whose values are grounded in creating the conditions for people to perform at their best, feel fulfilled and confident in their work. We care deeply about our employees and strive to create a safe environment that values people’s humanity and uniqueness so that they are free to bring full selves to work and to their life’s calling.

At CHANEL, being a purposeful and human-driven employer means being intentional, meaningful and caring in inspiring our people; fostering an environment that reflects our strong values; encouraging and enabling inclusion and investing in work and workplace that foster collaboration and well-being. This is critical for the long-term success of our business.

Key Responsibilities:

As a senior leader within the People and organization function, the role plays a pivotal part in shaping and executing an integrated talent strategy that aligns directly with the business long term growth ambitions and cultural values.  The role is not merely about coordinating talent processes, but more about leading the one-house talent agenda that ensures the right capabilities, leadership and culture are in place to enable sustained business success. 

The incumbent of the role will act as a strategic architect and thought leader who connects the dots between the organizations strategic priorities and its people agenda.  This includes owning the design and governance of talent management frameworks that unlock potential, accelerate readiness for future roles and drive a culture of performance that aligns with Performance@Chanel, inclusion and innovation in MLCN market.

Through deep partnership with senior leadership, HRBPs in China mainland and in the region, the role will champion a forward looking talent philosophy, ensure a robust internal pipeline for critical roles and foster an environment where leaders are inspired to grow talent with impact.  The role also plays a key leadership function in upgrading the talent functions’s capabilities, cultivating influential networks and embedding human centred, data informed decision making.

Lead Talent Strategy creation and execusionLead the development and execution of a forward-looking talent roadmap that blends internal and external talent levers, balancing build vs. buy decisions based on business-critical capability needs.  Champion a dynamic, inclusive approach to workforce planning, succession and talent sourcing, ensuring readiness for both planned growth and unanticipated shifts.Shape the organization’s approach to executive and critical-role recruitment through deep partnership with business leaders and HRBPs.  Embed a talent culture across functions by influencing how leaders think about potential, performance, and mobility.  Ensure that hiring and internal moves reinforce organizational values and bring in diverse perspectives and future ready skills

Infuse a strategic talent mindset throughout the house: Driving succession planning and leadership development with visibility into key roles and piplinesSteering talent acquisition strategies towards emerging capability gaps, market trends, and culture fitLead executive recruitment to enhance senior hiring effectiveness and alignment with leadership modelsAct as key advisor to the business on where and how talent strategy can unlock strategic advantage – whether through cultivating internal potential, engaging external markets, or building systemetic parthways for critical role coverage and leadership growth

Act as a strategic integrator between Performance Management and Learning development:Serve as the strategic owner of the learning and performance ecosystem, ensuring it directly supports the broader talent strategy and accelerates the development of future-ready capabilities across the organization.Translate talent priorities into impactful learning solutions that build critical skills, deepen leadership capacity, and enable internal mobility.  Leverage regional and global resources to deliver high value development interventions tailored to current and emerging business needs, particularly in executive and critical role pipelines.Lead the design and execution of scalable learning experiences that are experiential, human centered and integrated into the follow of work Embedding a growth mindset and continuous learning culture across all levels of the orgAlign performance cycles with talent reviews and succession planningUsing performance data to inform talent decisions and strengthen leadership accountability for people developmentFacilitate differentiated development strategies for high potential and mission critical talent segments

Person Specifications:

Undergraduate degree or equivalent experience in Business, Psychology, or HR required. Master or MBA or equivalent experience desirable.Over 15 years of experience in Talent Management, specializing in developing and implementing talent strategies for large organizations with diverse business priorities.Consulting and HRBP experience preferred, in-house Talent Management experience essential.Proven track record to collaborate, flex, establish relationships, and influence at all levels and types of organizations including commercial, manufacturing, operations, and functions leaders.Experience leading high-caliber teams in a highly matrixed environment.Track record in initiating and delivering complex change initiatives and building organizational capability in China.Link talent priorities to key business initiatives, targeting learning and development and mobility spend for the highest return on investment in China.Must have deep experience and knowledge of the business, economic, culture, and talent environment in China.Exemplary ethics and ability to drive and maintain a high-morale environment.Experience facilitating senior leadership team meetings and effectiveness in designing, developing, and deploying leadership, management, and professional development solutions to accelerate the Talent strategy.

Key Interactions:

China:

Across HR domain ( BP; Planning&Orchestration;etc)Learning Community ( wz division learnings)China Senior Leaderships

Regional:

 Regional Talent & Org Development Regional Corporate learning Regional Retail Capability