Talent Acquisition, Candidate Experience & Employer Branding
- Lead your own searches — with support from a junior HR team member on the first steps (sourcing, screening, scheduling) — to ensure a memorable, end-to-end recruitment experience for the business, attracting and hiring talented, high-performing professionals in the most candidate-centric, innovative and timely way
- Develop innovative and engaging talent attraction strategies, recruiting directly through all available tools (including social media and AI-assisted sourcing and screening) to ensure every open role across the market is filled with the most appropriate hire, faster and without losing the personal touch
- Practice “Talentelling” — engage in frequent, genuine conversations with talent across the market to understand aspirations, spot potential early, and keep relationships warm well beyond the hiring moment
- Partner with Store Management on compensation proposals and negotiate employment offers
Strategic HR Partnership & Talent Development
- Be accountable for the implementation of the business strategy in your scope, with close monitoring of resources planning and FTE across all doors
- Extend “Talentelling” internally — regular career conversations and talent check-ins that feed succession planning and the wider talent pipeline, supported by a simple career-compass approach
- Support development conversations, succession and mobility plans, while deploying proactive employee engagement strategies throughout the market
- Roll out annual HR processes — salary and performance reviews, talent reviews, succession planning
- Provide consultative guidance to Store Management on performance management, coaching, and corrective actions
- Coach and accompany employees through internal mobility, in and out of the market
Employee Relations
- Bring people together and manage the expectations of all stakeholders; proactively identify and manage employee relations, aiming for win-win solutions that resolve ER cases without escalation
- Coach and educate managers on ER skills — conflict resolution, communication, evaluations
- Investigate concerns and ensure consistent practices across the market in full compliance with federal, provincial and local employment law.
HR Administration, Data & Compliance
- Together with the HR team, be the master of HR Admin for your scope — ensuring data accuracy across all HRIS, a smooth onboarding and offboarding process, and digitalizing as many actions as possible
- Leverage AI to optimize HR workflows and streamline administrative processes — from data management to reporting — freeing up time for higher-value, people-facing work
- Contribute to relevant updates, reporting and analysis of HR trends, internally and externally, while maintaining LV's compliance with all applicable rules
Engagement, Trust & Wellbeing
- Foster an effective listening and acting culture — leveraging tools like engagement surveys to translate feedback into visible, tangible action
- Nurture local proximity and engagement in-store, contributing to a unified engagement community across the market
- Contribute to the simplification of team communication and collaboration, streamlining channels and tools (e.g. intranet, newsletters, face-to-face) to cut through noise
- Bring empathetic, trust-based leadership to a fast-changing environment — balancing growing pace and ambition with employees' need for stability, recognition and psychological safety
