AVP Retail - New Projects

Richemont, one of the world leaders in the luxury sector, has various Houses specializing in jewelry, watches and high-end accessories. Each Maison proudly embodies a tradition of style, quality and craftsmanship and Richemont strives to preserve the heritage and identity specific to each of them. At the same time, we are committed to innovating and designing new products in line with the values ​​of our Houses, through a process of permanent creativity.

At Cartier North America, we are proud to employ talent from many different backgrounds, experiences, and identities. We believe that when diversity and inclusion are fully embraced and empowered, creativity and knowledge emerge to deliver excellence. We continue to work towards creating a workforce that represents the diversity of our clients and our communities.

Reporting to the VP – Retail Functions, the AVP Retail – New Projects leads the successful launch and sustained performance of new retail boutiques. This role drives retail innovation, partners with the OneHR team (HRBPs, Talent and L&D) for staffing and onboarding, and embeds best practices and company culture across all new openings.

The ideal candidate is dynamic leader with a proven track record in luxury retail operations, project management and talent development, capable of fostering an environment of excellence and continuous improvement.

This position requires strategic mindset, strong social intelligence, business acumen, and the ability to operate across a global, matrix organization. This role will require extensive travel in key markets, particularly leading up to, and following new boutique openings, whilst maintaining strong presence in New York working with cross-functional partners.

KEY RESPONSIBILITIES

·       Strategic Operational Piloting: Lead the identification, development and piloting of innovative operational processes and customer experience initiatives for new boutique opening, evaluating their effectiveness and scalability for broader retail network implementation in collaboration with the Store Design & Planning team and Regional leadership.

·       Talent Pipeline Development: Collaborate with Regional AVPs, Talent Acquisition, Talent Development, and HR teams to establish and nurture robust internal and external talent pipelines specifically for new boutique roles.

·       Leadership Onboarding & Development: Partner with Learning & Development to co-design, implement, and continuously refine a robust onboarding and development program for new boutique leadership, encompassing pre-opening training, post-opening support, and ongoing initiatives to ensure their success.

·       Best Practice Integration: Act as the central point for capturing, documenting, and disseminating best practices and lessons learned from prior new boutique openings, integrating these insights, including granular departmental best practices, into the planning and execution of all upcoming launches to optimize efficiency and effectiveness.

·       Culture & Values Champion: Champion Cartier’s culture, values and service excellence standards within new boutique teams from initial opening stages. Develop initiatives and communication strategies, leveraging platforms like MyVoice, to foster belonging, purpose and commitment among new employees.

·       360 Boutique Openings Leadership: Lead the seamless preparation for, and in-field execution of the 360 boutique opening program, collaborating with Network Development, Retail Operations and HR. Act as the primary project lead, ensuring strong organizational connection, managing Regional leaders’ expectations, facilitating consensus, and representing local boutique needs as directed by Regional leadership.

·       Performance Monitoring: Collaborate with cross-functional teams to establish and continuously monitor Key Performance Indicators (KPIs) for new boutique operational success and leader onboarding effectiveness, reporting insights and progress to senior leadership. Develop and implement a robust onboarding program to ensure new leaders achieve proficiency in critical reporting tools (e.g., workforce management, commission tracking and performance dashboards).

·       Special Projects & Initiatives: Lead and contribute to transversal special projects and initiatives as required, leveraging expertise to drive strategic outcomes across the retail network.

QUALIFICATIONS

·       Experience: A minimum of 15 years of progressive experience in luxury retail operations, with a significant portion focused on multi-store management, new store openings or corporate retail roles.

·       Leadership: Proven experience in leading and developing high-performing teams, with a strong ability to influence and motivate at all levels.

·       Project Management: Demonstrated ability to manage complex projects from conception to completion, often with tight deadlines and multiple stakeholders.

·       Strategic Thinking: Ability to think strategically, identify opportunities for improvement, and translate vision into actionable plans.

·       Collaboration: Exceptional interpersonal and communication skills, with a track record of successful collaboration with HR, talent teams and other cross-functional departments.

·       Change Management: Experience in driving change and implementing new processes within a dynamic retail environment.

·       Culture Advocate: Deep understanding and appreciation for luxury brand values and the ability to effectively communicate and embed company culture.

·       Education: College degree in a related area, MBA or master’s preferred.

·       Travel: Ability to travel frequently is required.

SKILLS

·       Excellent written and verbal communication skills

·       Strong analytical and problem-solving abilities

·       Proficiency in Microsoft Office Suite and retail dashboards

·       Ability to adapt to a fast-paced evolving environment.  

WE OFFER

Employee wellbeing is a top priority at Richemont. We offer a comprehensive benefits program to support employees and their loved ones. Our core benefits include company sponsored health, dental, drug, and vision programs. The company offers income protection solutions including life insurance, disability benefits, and the RRSP program with employer match. Understanding the importance of work-life balance, our total rewards include paid time off, a maternity leave top-up program, and access to the employee assistance program. Employees are encouraged to make a difference in their local communities with volunteer days off, supporting initiatives that drive change.

Expected Salary Range: $200-$230K (bonus eligible).

Salary will be determined based on relevant skills and experience.

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