Responsibilities:

• Partner with Store Managers and Department Heads to meet manpower needs for new store openings, seasonal peaks, and annual hiring plans.
• Collaborate with floor leads to define specific selection criteria, focusing on brand alignment, customer service excellence, and product knowledge.
• Post vacancies on niche retail platforms and general boards, selecting channels that best reach front-of-house staff versus back-office specialists.
• Work with Digital Marketing to create visually compelling job ads and “Life at [Brand Name]” content to attract trend-conscious talent.
• Conduct rapid CV filtering and phone screenings to ensure candidates possess the right energy, availability, and retail presence.
• Represent the brand at fashion-specific career fairs and retail recruitment events to build a steady pipeline of seasonal and permanent talent.
• Lead interviews using CBI techniques, evaluating candidates on sales aptitude, soft skills, and brand representation.
• Negotiate and extend offers, clearly explaining commission structures, staff discounts, and retail-specific employment terms.
• Oversee the orientation of new hires, ensuring they are immersed in the brand heritage and store culture from day one.
• Collaborate with the OD team to update Job Descriptions that reflect the fast-paced nature of modern retail and e-commerce roles.
• Analyze quarterly turnover and exit interview data to identify trends affecting store-level retention and propose solutions.
• Track probation period evaluations to ensure new associates are meeting sales targets and service standards.
• Manage comprehensive recruitment and onboarding reports to track Time-to-Fill and Cost-per-Hire metrics across all locations.

Requirements:

• Bachelor’s degree in HR, Business Administration, or a related field
• Proven experience in high-volume recruitment for store operations, luxury, or fast-fashion sectors.
• Strong understanding of retail-specific roles, from floor associates to specialized back-office and e-commerce positions.
• Proficient in Competency-Based Interviewing (CBI) with a focus on sales aptitude and soft skills.
• Competency in tracking recruitment metrics like Time-to-Fill, turnover rates, and cost-per-hire.