Métiers of Human Resources

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At LVMH, our HR professionals are dedicated to attracting, developing, and retaining top talent through innovative strategies and comprehensive programs. From recruitment initiatives to training opportunities, every effort is geared towards shaping success at every level.

DISCOVER MÉTIERS OF HUMAN RESOURCES

HR Management position holders are responsible for managing all HR key functions and processes in a specific scope. They oversee Talent Management (such as Talent Acquisition, Learning and Development, Career management, Performance Management...), Compensation and Benefits, Employee relations and HR legal compliance, HR policies, HRIS, HR data analysis and reporting. They are responsible for devising HR strategy/plan, advising senior management on all HR related subjects and managing all HR initiatives, systems and tactics.

HR Organization and Process teams are in charge of improving organizational performance and optimization (efficiency, effectiveness and productivity). They plan, design and deliver solutions, deploy and manage change so that to better assess, align, develop and utilise people capability (incl. workforce planning, review of structure, HR and people practices, processes, systems and technologies, KPIs... ). The ultimate goal being to achieve superior business results.

Compensation & Benefits teams are in charge of managing rewards, employees’ Compensation & Benefits (C&B) policy. They optimize personnel expenses budget, define C&B strategy, setting compensation policy / practices / tools, design international assignments contracts and packages.

Talent Acquisition teams are responsible for identifying, assessing and hiring skilled employees to meet business needs and match with LVMH / Maison's values. They define recruitment needs to reach business objectives in collaboration with Maison's departments. They fill open position and manage external talent pools.

Talent Management teams are in charge of building LVMH talent capabilities aligned to business ambitions and strategies. They engage and develop the most talented employees. They work in close conjunction with the business to understand and meet current and future business needs (in terms of talents, capabilities, skills and to design an effective organization They are in charge of engaging talents at each step of their employee journey ensuring an engaging and inclusive work environment accompanying individual talents in their development running organizational talent processes designing talent initiatives and leveraging talent digital platforms (LVMH Talent Connect) and talent analytics.

Learning & Development teams are in charge of building and implementing learning strategies and programs. They design, plan, administrate and deliver various learning methods and formats (trainings, e-learnings courses, coaching, mentoring, developmental programs or initiatives...). They also manage budgets and relationships with vendors. Their goal is to help LVMH Talents advance their skills, competencies and knowledge, resulting in better individual and organizational performance.

Human Resources Controlling & Analysis teams are in charge of transforming data into actionable insights (talent and personnel data, budgets), then analyzing and reporting it on HR process. They define business and people critical metrics, create and run analytics models, perform analysis, in day-to-day HR process. The ultimate goal being to share analysis so that HR can make informed, evidence-based and relevant people decisions across the organization.

Administration & Payroll teams are in charge of managing
employees' data. They administrate activities related to payroll and processing payroll. They establish/maintain employee records and data in HRMS, prepare and process payroll (incl. working hours tracking, tax and social security calculation, ...), compute wages, and ensure employees are paid correctly and on time.

HR Digital Systems teams are in charge of leading LVMH HR digital transformation, on the project side as well as on the daily delivery side. They streamline HR processes (payroll administration, recruitment, learning, Talent management…) with smart solutions and apps that contribute to strong Human Resources Information Systems (HRIS). They are also in charge of collecting HR data and transforming it into actionable insights. They do so through secured HR data base (employees and candidates’ information) and provide visualising dashboards thanks to reporting/analytics capabilities, to share useful HR insights that serve Business ambitions. Finally, their goal is to deliver smooth and positive digital experience to employees and candidates across all technological touchpoints.

Employee Relations teams are in charge of managing both individual and collective relationship in the workplace. They manage the contractual, pratical as well as the physical and emotional dimensions of the employee-employer relationship. Their goal is to create and maintain a positive, constructive and healthy relationship with employees.

Corporate Social Responsibility teams are in charge of reconciling the company's economic objectives with the contribution it can make to the community, the territory and all stakeholders involved. It acts as a “social radar,” detecting emerging issues (e.g., human rights, philanthropic responsibility), understanding their potential importance to the company and communicating any concerns in the language of the specific executives they need to influence.