Position
Since 1925, the year in which it was founded, Fendi has linked its success, its image, its quality and the glamour of its products to a dual element: a delicate and precious equilibrium between tradition and modernity, the desire to preserve the values of the past and the courage to dare, innovate and astound.
Position Overview
The Talent Manager is responsible for driving the organization's talent strategy through a combination of talent acquisition, talent management, succession planning, employee development, and workforce planning initiatives. This role serves as a strategic partner to business leaders, ensuring the organization attracts, develops, engages, and retains high-performing talent while building a robust pipeline for future growth.
The Talent Manager will oversee full-cycle recruitment for key positions while leading programs focused on performance management, leadership development, internal mobility, employee engagement, and succession planning.
Job Responsibilities
Key Responsibilities
Talent Acquisition & Workforce Planning
- Lead full-cycle recruitment for corporate, retail, and leadership-level positions, including sourcing, interviewing, offer negotiation, and onboarding.
- Partner with business leaders to develop workforce plans aligned with organizational objectives.
- Build and maintain diverse talent pipelines for current and future hiring needs.
- Develop proactive sourcing strategies utilizing social media, networking, industry events, referrals, and direct outreach.
- Monitor recruiting metrics, including time-to-fill, quality of hire, candidate experience, and diversity hiring outcomes.
- Partner with hiring managers to create effective interview processes and ensure consistent selection practices.
- Manage relationships with external recruitment agencies, universities, and professional organizations.
Talent Management & Employee Development
- Design and implement talent management programs that support employee growth, retention, and organizational effectiveness.
- Facilitate annual performance management processes, including goal setting, mid-year reviews, and year-end evaluations.
- Partner with leaders to identify high-potential talent and create individualized development plans.
- Lead succession planning initiatives and talent review discussions across business functions.
- Promote internal mobility opportunities and career pathing initiatives across the organization.
- Develop leadership development programs for emerging leaders, people managers, and senior executives.
- Create and facilitate training workshops focused on leadership, communication, performance management, coaching, and professional development.
- Manage onboarding and new hire development programs to accelerate employee integration and productivity.
- Partner with business leaders to establish learning roadmaps and career development pathways.
- Oversee learning management systems (LMS), training content, vendor relationships, and program effectiveness.
- Evaluate training outcomes through employee feedback, participation metrics, and business impact measurements.
- Foster a culture of continuous learning and knowledge sharing across the organization.
Talent Analytics & Reporting
- Develop dashboards and reports to track recruiting and talent management KPIs.
- Analyze workforce trends, turnover, engagement, and talent movement data to inform strategic decisions.
- Present talent insights and recommendations to senior leadership.
- Continuously evaluate and improve talent processes, systems, and programs to enhance effectiveness and scalability.
Profile
Education
- Bachelor's degree in Human Resources, Business Administration, Organizational Development, Psychology, or a related field.
Experience
- 5 years of progressive experience in Talent Acquisition, Talent Management, Human Resources, or Organizational Development.
- Demonstrated experience managing full-cycle recruitment across multiple functions and levels.
- Experience leading performance management, succession planning, and employee development initiatives.
- Strong background partnering with senior leaders and influencing business decisions.
- Experience utilizing ATS, HRIS, and talent management systems.
Skills & Competencies
- Strategic thinking and business acumen.
- Strong relationship-building and stakeholder management skills.
- Excellent communication, presentation, and facilitation abilities.
- Data-driven decision-making and analytical capabilities.
- Project management and organizational effectiveness expertise.
- Ability to manage multiple priorities in a fast-paced environment.
- Commitment to diversity, equity, inclusion, and belonging initiatives.
Success Measures
- Achievement of recruitment and time-to-fill goals.
- Improved quality of hire and candidate experience metrics.
- Increased internal mobility and promotion rates.
- Strong succession bench strength across key roles.
- Improved employee retention and engagement outcomes.
- Successful implementation of leadership and development programs.
- Positive feedback from business leaders and employees regarding talent partnership and support.
This role is ideal for a talent professional who enjoys balancing strategic talent development initiatives with hands-on recruitment responsibilities while helping build a high-performing and engaged workforce
