Talent Development

Founded in 1952 by Hubert de Givenchy, the Maison revolutionized postwar Parisian haute couture through architectural designs and his legendary partnership with Audrey Hepburn. After joining LVMH in 1988 and Hubert de Givenchy's retirement in 1995, the house saw a succession of prominent creative directors—including John Galliano, Alexander McQueen, Riccardo Tisci, Clare Waight Keller, and Matthew M. Williams.

In September 2024, Sarah Burton was appointed Creative Director, bringing a focus on atelier craftsmanship and archival heritage, supported by Chairman Pietro Beccari and CEO Amandine Ohayon.

ORGANISATION

Direct Report to Global HRD Givenchy, Team of 2 people

Key interfaces with HR team at HQ and in regions/subsidiaries, CODIR, Key business leaders across the organization, Fashion Group and LVMH Group counterpart.

ROLE PURPOSE

The Talent Development Director plays a central role in shaping and delivering the House’s people strategy in a period of transformation. Reporting to the HRD, this position leads the full talent agenda across talent acquisition, employer branding, EVP, career development, learning, succession planning, and employee engagement.

The role is designed to strengthen the House’s ability to attract, develop, engage, and retain talent in France and across subsidiaries, while supporting leaders and employees through change. The Talent Development Director creates the conditions for individuals to grow, builds robust talent processes, and ensures the House has the capabilities and pipelines needed for the future.

Job responsibilities

1. Talent Acquisition and Strategic Sourcing

• Lead talent acquisition for key positions across the organisation, with a strong focus on proactive sourcing and high-quality candidate pipelines.
• Define and implement effective recruitment strategies aligned with business priorities and the House’s transformation agenda.
• Partner closely with HR teams, managers, and leadership to identify critical hiring needs and ensure an excellent recruitment process and candidate experience.
• Strengthen assessment and selection approaches to secure the right talent for both immediate and long-term business needs.

2. Employer Branding and EVP

• Define and lead the House’s employer branding strategy, with a particular focus on fully reshaping the approach on LinkedIn.
• Review, refine, and animate the Employer Value Proposition internally and externally to ensure consistency, relevance, and attractiveness.
• Build a compelling and differentiated talent narrative for the House, in line with its identity, culture, and ambitions.
• Partner with internal stakeholders to increase visibility, attractiveness, and engagement among target talent populations.

3. Talent Development and Career Management

• Play a pivotal role in talent development across France and international subsidiaries.
• Design and drive career management processes, including career planning, individual development plans, and succession planning.
• Foster internal mobility within the House and across the Group, promoting development opportunities and cross-functional career paths.
• Lead the planning, synthesis, and animation of Talent Review processes.
• Support leaders in identifying, developing, and retaining key talent and future successors.

4. Learning and Development

• Define and deploy the learning strategy for the entire company, aligned with business priorities and capability needs.
• Ensure development actions are effectively implemented and followed through across teams and functions.
• Identify and source the right learning solutions, training programmes, and development partners.
• Monitor learning effectiveness and ensure sound budget follow-up and resource allocation.
• Promote a strong learning culture that supports both performance and individual growth.

5. Employee Engagement and Internal Culture

• Contribute actively to employee engagement through the design and delivery of internal initiatives and community-building moments.
• Oversee key internal events and activities such as Family Day, Ste Catherine, Summer Cocktails, and other engagement initiatives.
• Lead and coordinate well-being or support initiatives.
• Help create an environment where employees feel supported, connected, and able to develop during a delicate transition period.

Profile

Profile

• Significant experience in talent development, with strong expertise in career management, succession planning, talent review, and learning strategy.
• Proven experience in talent acquisition, especially sourcing candidates