Manager/Sr. Analyst, HR Planning & Control

OTB is an international fashion group, powering a range of global, unconventional brands, including Diesel, Maison Margiela, Marni, Viktor&Rolf, and Jil Sander. The group also controls and manages the Staff International and Brave Kid companies, and holds a minority investment in L.A. brand Amiri. OTB embodies the brave, innovative and unapologetic spirit and vision of its founder and president Renzo Rosso, who disrupted the world of fashion with an open-minded, highly creative mentality, aimed at “building not the biggest, but the most alternative fashion group,” as he stated. As its name suggests, - OTB stands for “Only The Brave”.

This role will focus on HR planning, cost controlling & compensation management for five US subsidiaries and one Canadian subsidiary of the OTB Group, North America

 

TASKS & RESPONSIBILITES:


HR COST CONTROL & PLANNING
•    Prepare the budget and reforecasts of staff costs and actuals across 5 brands/2 countries (35+ stores + Corporate teams); manage alignment of this data across HRIS and FMIS (SSF HRIS WFP&C and SAP FMIS);
•    Provide analysis to the management team on variances between actuals vs budget (salaries, overtimes, benefits, commissions, bonuses, quarterly bonuses, 401K, allowances);
•    Prepare monthly and year end commentary of forecasted vs actual personnel costs;
•    Partner with headquarters and other brands for intercompany rechargeable costs;
•    Forecast trimester and annual HR General Expenses;
•    Update Workforce Planning & Control module HRIS database during the budget and forecast process.

 

HR METRICS REPORTING
•    Prepare monthly reporting on Headcount and FTEs for the Group & HQ;
•    Present monthly HR KPIS (turnover, HC/FTEs and personnel costs, staff costs on sales, retail staff productivity) to HRBP’s & Retail Leadership teams;
•    Reconcile monthly headcount and open positions with organizational charts.  Ensure headcount consistency in all reports, maintain reporting structure accuracy and alignment with payroll, time and attendance and other approval processes;
•    Prepare HR reports from different systems (ADP, Success Factors and SAP for Audit purposes (including but not limited to 401K, HRIS, payroll, department of labor and statistics) and Salary Surveys;
•    Provide Quarterly analysis to the HR Director & HR VP on incentive plan performance, retail staff productivity & identify trends in information;

 

COMPENSATION MANAGEMENT
•    Effectively manage & drive the administration of OTB’s annual salary review, incentive plan and MBO processes;
•    Provide internal & external benchmark information to HRBP & Recruitment for Compensation/ offer proposals (New hires, promotions, adjustments);
•    Work with Director/VP & Headquarters to update and align job clusters;
•    Work with Director/VP to create and implement certain local job leveling practices across schemes;
•    Ensure pay practices are compliant with US federal and state requirements (i.e. FLSA, minimum wage, overtime, etc) and requirements for each country in which we operate;
•    Partner with business and finance to build and implement commission/incentive programs;
•    Administer all compensation activities including complete salary surveying, benchmarking, ad hoc market analysis, etc.;
•    In partnership with Director & VP, design, implement, and manage compensation-related programs and incentive plans.


Ad Hoc Projects as needed
Conduct audits of HRIS platform periodically to ensure position, HC/FTE, standard hours, contract hours data integrity among Success Factors Employee Central and ADP Workforce Now Payroll platforms.
•    Assist in the evaluation of HRIS organizational needs and ensure existing system design meets the changing requirements;
•    Support HRIS Employee Central and Workforce Planning projects and rollouts;
•    Create templates and forms to simplify and improve personnel costs processes;
•    Leverage knowledge & expertise of systems to automate reporting;
•    Assist HRVP & Finance leaders on regular and ad hoc reporting as well as projects, initiatives and updates;
•    Be a strong business partner to HR Team/ Finance Team/ external partners.


QUALIFICATIONS & REQUIREMENTS
•    Bachelor’s degree required;
•    3-5 years of experience in Workforce planning, FP&A or analytical space;  compensation experience a plus;
•    Demonstrated ability to define and solve practical pay problems; a natural sense of curiosity;
•    Ability to work with sensitive information and maintain confidentiality;
•    Demonstrated ability to create accurate, validated exhibits to facilitate decision making;
•    Excellent communication skills, verbal and writing;
•    Capable of managing multiple deadlines with proven organizational skills;
•    Dynamic, flexible and driven to succeed. Ability to think creatively, highly-driven and self-motivated;
•    Strong team player and strong relationship builder;
•    Quick learner, ability to grasp key business drivers and communicate in a focused manner;
•    High integrity with positive customer service orientation;
•    Expertise in Microsoft Excel, SAP, Success Factors, Work Force planning software experience a plus.

 

 

#LI-EP #OTB

Location: 

New York, US

Employment Type:  Full time
Function:  Human Resources
Seniority:  Professional