Tiffany & Co Hiring for Human Resources Generalist – UK&I Job at London, England Full Time

Tiffany Employee Culture

Tiffany & Co……..the name instills images of True Love, Romance and The Blue Box. It is a Symbol of Excellence. For 175 years Tiffany has created a legacy of exquisite design and romantic ideals. Tiffany & Co.’s rich heritage of celebrated artists, milestones and magnificent jewelry sets the foundation upon which our employees stand. It is these employees and their ardent love for the brand that creates a place to work unlike any other. Tiffany employees are a rare combination of passionate, loyal, charismatic, polished, kind, and focused individuals. They set very high expectations for themselves, their employees and their peers. In turn, Tiffany believes its people are its greatest asset and works everyday to make the Tiffany dream come true for its employees. The love story between Tiffany and its employees is the embodiment of the brand and leads to a magical mix that is only….Tiffany.

Position Overview

The HR Generalist will support the Human Resources Manager to achieve the HR team’s strategic objectives and take the HR lead on a range of different projects and responsibilities. The Senior HR Advisor will act as a ‘Change Agent’ to support the cultural changes across the UK & Ireland business through a variety of different methods, including implementing action plans following the Staff Survey and building and sustaining a positive culture of high performance across the business and managing organizational change.

This HR Generalist will partner with client groups groups on all HR functions including recruitment, performance management, compensation & benefits, employee relations and training & development.

This position will align with the Tiffany Global Service Philosophy to:

• Create a connection between internal clients and potential/current employees of Tiffany & Co.
• Build trust and credibility
• Exceed expectations
• Honor the Tiffany legacy

The Tiffany Senior Human Resources Advisor will exhibit the following competency skills (expand once Competency Model is leveled):

• Credibility: Demonstrates character, displays professionalism, models agility.
• Expertise & Judgment: Demonstrates expertise and business acumen, applies judgment, takes calculated risks.
• Strategy & Innovation: Thinks strategically, inspires creativity, plans and organises.
• Partnership: Collaborates productively, cultivates and manages talent, communicates with impact.
• Execution: Strives for excellence, delivers results, and measures outcomes.

The Tiffany & Co. Senior Human Resources Advisor will be accountable for the following key accountabilities:

Key Accountabilities

Time

Importance

Business Partnerships – Build relationships to establish self as HR partner to business group.

• Establish strong relationships with both management and employees among client groups.
• Act as first point of HR contact for client group management, building alliances and providing strategic consultation.
• Ensure ongoing interaction with the employee population in order to develop an awareness of the health of the overall business.
• Build relationships with other departments in the organisation and key business leaders (e.g. Group Directors of Retail and E-Commerce)
• Acting as an ambassador for the HR actively driving up standards and highlighting the benefits of HR to all staff and managers.
• Partner with client groups on all HR activities and strategically enhance processes as opportunities are identified.

30%

Critical

Talent Acquisition

• Proactively source and actively recruit all positions across all levels for the UK & Ireland region – this includes the full 360 recruitment process from recruitment brief and sourcing, behavioral based interview process through to contract generation and administering reference checks as well as offers and payroll onboarding.
• Build a network of candidates within the UK & Ireland luxury market through proactive search, professional networks and education partnerships. Promote the brand within the network; conduct exploratory interviews and head-hunt as appropriate.
• Identify and develop methods to attract a pipeline of relevant talent. Including “shopping” competitors (physically and online) and prospectively approaching talent for the future.
• Keep an up to date knowledge of recruitment agencies, job boards and innovation within the recruitment industry. Manage recruitment agency relationships as necessary.
• Maximise opportunities with social media and manage LinkedIn solutions for UK & Ireland. Build HR and line manager capabilities to leverage these tools.
• Sourcing: In partnership with Talent Manager, Europe and Global Staffing Identify innovative, creative and cost effective sourcing techniques across UK & Ireland.
• Seasonal Recruitment Project: Manage the full end to end Recruitment Project for Seasonal Recruitment for UK & Ireland which will involve recruiting approximately 170 heads each year within Distribution, Direct Sales and Retail.
• Lead other strategic recruitment projects such as Growing our Tourist Business
• Work with HR, Global Staffing and L & D to continue to up skill Managers and Assistant Managers on interview skills and techniques
• Draft position descriptions and adverts
• Educate wider HR team & key stakeholders about recruitment trends, challenges and best practice.

30%

Critical

Talent Management – Provide robust consulting and support to business leaders

• Enhance business leaders’ commitment to and effectiveness in managing and cultivating their talent. Provide consulting support to assist with the effective execution of regularly scheduled talent management processes, including the Performance Management Process, Strategic Talent Review, Bench Strength Analysis and Strategic Compensation Planning.
• Utilize Bench Strength Analysis to develop succession plans for applicable strategic positions, and provide support to local management for the effective, consistent usage of Talent Maximization Plans to engage and develop identified high-potential talent, counseling high-potential employees on career development opportunities.
• Keep aware of training department’s activities and use knowledge of client group’s development needs to appropriately advise management of training offerings for staff including (e.g. Product and Selling Skills Training) as well as TCO-wide training programmes (e.g. MDP, T2M, Coaching Conversations, etc.). Co-ordinate and facilitate Management training on Human Resources policies, procedures and benefits.

20%

Necessary

Employee Relations – Continual evaluation of the ‘health’ of the brand taking corrective action where necessary.

• Act as a ‘Change Agent’ to support the cultural changes across the UK & Ireland business.
• Implementing action plans following the Staff Survey, enabling managers to more effectively line manage their staff, strongly encouraging managers to take greater responsibility for their staff and managing organizational change.
• Conduct regular Store visits to identify underlying issues and work with Store Manager on correction plans.
• Consult with management on general employee relations issues and policy interpretation, including but not limited to policy/procedure, absence management, performance management, conflict resolution and contractual obligations.
• Stay up to date on UK employment legislation and understand impact to business.
• Contribute to developing policy/procedural changes that meet changing business needs, but stay within legal parameters.
• Conduct investigations, disciplinaries and grievances according to HR policy and UK legislation.
• Guide management through progressive discipline procedures (Disciplinaries and Performance Correction processes).
• Conduct investigations, disciplinaries and grievances according to HR policy and UK legislation and draft associated correspondence.
• Identify and respond to trends within client groups (e.g. reasons for leaving, difficulties within teams).

20%

Critical