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历峰商业
Regional Head of Talent Acquisition, APAC
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Regional Head of Talent Acquisition, APAC

发布于 大约 2 个月前

高层管理(VP/总经理/CEO)

Hong Kong, Hong Kong SAR, China
高级经验
全职员工
仅现场办公
学历未注明
人力资源与培训
Apac Market
Stakeholder Management
Strategic Planning
HRIS

AI 估算 · 80k–200k

该职位为奢侈品集团亚太区高管，需资深经验，薪资水平在行业前列，结合香港市场，月薪约8-20万人民币。

职位详情

关于这个职位

作为历峰集团亚太区人才招聘负责人，您将领导区域招聘战略，主导高管猎头、人才储备与雇主品牌建设，与业务紧密合作，确保顶尖人才的引入与卓越候选人体验

该岗位需要丰富的全球招聘管理经验与跨文化协作能力，适合有10年以上经验且热爱奢侈品行业的高阶HR领导者

最低要求

Minimum of 10 years of progressive experience in talent acquisition and executive recruitment, with at least 5 years in a leadership role.

Excellent verbal and written communication skills in English with good articulation and logical thinking.
Collaboration: You embrace Talent Acquisition and pivot where needed to support different business needs and requirements.
Curiosity & Passion for the luxury industry: You’re passionate about Luxury and immersing yourself in its specificities, environments, and insights to find the right talent and understand where the industry is heading.
Data accuracy: You always apply data discipline and understand the impact of bad data quality in forming strategic decisions.
Adaptability: You flex & respond to changing business needs and embrace continuous development and growth to support new ways of working.
Experience managing multiple stakeholders in a complex and cross-cultural work environment.
Adaptability to work in a fast-paced, diverse and inclusive organization. Flexibility to manage ambiguity.
Growth mindset to proactively drive innovation and lead transformation.
Proficiency ATS and HRIS systems (e.g., Workday).
Empathy & Human Connection: You understand the needs and preferences of candidates, hiring managers, and teammates across multiple cultures and apply empathy to manage expectations, complex negotiations, and high-touch candidate experiences / experience in APAC region is an advantage

工作职责

Executive Recruitment: Manage end-to-end recruitment efforts for Richemont Regional EXCO and Maison MD positions, ensuring a seamless and positive candidate experience. Support Talent Mapping for Market level EXCO positions (Maison and Richemont Functions). In addition, partner with markets for market level executive recruitment based on their needs.

Talent pooling and pipelining: Develop and maintain talent pools for critical skill areas, proactively identifying and engaging with potential candidates. Map out the Talent landscape across all markets executive level positions, to support hiring needs.
Business Partnering: Proactive partner with markets and maisons to anticipate the business needs, capability gaps and the hiring forecast.
Serve as a Recruitment expert: leverage talent market intelligence and data analysis to provide direct recommendations to the business.
Strategy and planning: with a long-term vision, lead to develop regional Talent Acquisition priorities, 3-year roadmap and initiative planning.
Lead Candidate Awareness & Engagement Initiatives: through guiding the regional employer branding vision, initiatives and the quality of the different activations for the Region, in line with Group strategy.
Data Insights & Analytics: Report on recruitment activities, KPIs, and other relevant metrics from different sources and provide recommendation for process and tools enhancements.
Process Efficiency: Lead to design and align the candidate journey and interview matrix with partnership of markets and alignment with maisons.
Upskilling and development: define, design and deliver the APAC TA Academy to build strategic capabilities for our hiring managers and HRBPs.
Champion continuous evolution: Spearhead the evolution of our TA team transformation and capabilities building – from reactive to proactive, from external pipeline only to integrated both internal and external talent pool, from efficiency focus to quality and experience focus.
Plan, anticipate and foresee changes in the luxury world, drive strategic projects (Workday, Viser, TA KPI etc.) accordingly by partnering closely with Group Talent Team.

AI 洞察

优缺点分析

优点

  • 在顶级奢侈品集团担任区域负责人，职业平台优越，能积累高管人脉
  • 参与战略制定，推动组织变革，个人影响力与成就感强
  • 奢侈品行业稳定且增长良好，薪资福利优厚
  • 高管招聘要求极高，需在激烈人才竞争中精准锁定候选人
  • 需持续学习行业趋势与技术工具，保持专业领先
  • 适合经验丰富、热爱奢侈品行业、具备战略视野与执行力的招聘领导者，追求高平台与高回报

缺点 / 挑战

  • 工作强度大，需适应多时区、多文化协作，压力较高

角色解读

  • 可晋升为全球人才招聘总监或集团HR高管，负责更大范围的招聘战略
  • 也可横向发展为区域人才总监或HRBP负责人，拓宽HR综合管理经验
  • 主导亚太区高管猎头项目，从人才地图到最终录用全流程管理
  • 制定区域招聘战略与三年路线图，推动雇主品牌建设和候选人体验优化
  • 利用市场情报与数据分析，为业务提供招聘决策支持，并推动团队能力提升
  • 年以上招聘经验，其中5年以上领导经验，擅长高管寻访
  • 优秀的英语沟通与跨文化协作能力，能在复杂利益方之间周旋
  • 熟悉ATS（如Workday）与数据分析工具，具备战略思维与项目管理能力

申请策略

  • 在面试中展现对奢侈品行业的热爱与深刻理解，以及对跨文化协作的驾驭能力
  • 准备一个关于人才招聘转型或创新项目的案例，展示变革领导力
  • 突出高管招聘成功案例（如关键岗位填补、人才地图建立）
  • 强调领导团队经验（人数、成果、团队转型）
  • 展示与业务部门合作推动招聘策略的实例
  • 若对奢侈品行业不够熟悉，可提前研究历峰旗下品牌与市场动态
  • 加强数据分析能力，尤其是招聘指标与市场洞察

面试指南

  • 采用STAR法则：情境、任务、行动、结果，具体量化成果
  • 展示战略思维：从业务需求出发，结合市场洞察，提出可落地计划
  • 突出领导力：强调团队赋能、跨部门协作与变革推动
  • 请分享一个您领导的高管招聘项目，如何确保候选人质量与文化匹配？
  • 您如何制定区域招聘战略？请举例说明
  • 在多元文化环境中，您如何管理不同市场的招聘团队？
  • 请描述一次利用数据分析推动招聘决策的经历
  • 您如何看待雇主品牌在高管招聘中的作用？

职位点评

72
综合评分

奢侈品集团亚太区高管岗，薪资优厚、发展空间大，但工作强度高、WLB挑战大。

从薪资福利、成长空间、工作节奏和岗位方向综合评估，方便横向比较。

更适合这类人
该职位最适合追求高薪资、高平台与职业成就感，且对跨文化管理与奢侈品行业充满热情的求职者。
表现最好
薪资福利
相对薄弱
工作生活
薪资福利85
成长发展80
工作生活40
使命价值70

薪资福利

85较高

该职位薪资福利优厚，属于行业顶级水平，且提供稳定的上市平台。

薪资信号未披露（AI估算：80K-200K/月）

成长发展

80较高

职位提供战略规划、团队建设与项目领导机会，技能发展空间大，但成长路径略依赖公司内部晋升。

技术前沿非技术岗（不适用）
成长机会Upskilling and development、APAC TA Academy、Champion continuous evolution
业务类型ambiguous

工作生活

40较低

香港工作节奏快，跨时区协作要求高，工作生活平衡难以保障。

工作模式未明确
办公地点市区核心地段
加班情况未提及（无法判断）

使命价值

70中等

奢侈品行业增长稳定，但社会影响力有限，更偏商业导向。

行业发展稳定成熟行业
社会影响中性/一般
创新程度积极采用新技术

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