Moncler Talent Acquisition & Development Director

Overview

The Director, Talent Acquisition & Development is responsible for architecting and leading the full talent strategy across Moncler and Stone Island in the Americas. This role drives workforce planning, recruitment, leadership development, succession strategy, and internal mobility across both corporate and retail populations.

Reporting to the Vice President, People & Organization, the Director serves as a strategic partner to senior leadership, ensuring that talent infrastructure supports commercial growth, brand elevation, new store openings, and long‑term organizational capability.

This role combines strategic design with disciplined execution, building scalable talent systems while personally leading critical and leadership‑level searches. In a luxury environment where talent is the ultimate differentiator, this position plays a pivotal role in shaping the future leadership bench across both brands.

Your Impact

Talent Strategy & Workforce Planning

• Own workforce planning across Moncler and Stone Island Americas, aligning talent strategy with commercial objectives, growth plans, and organizational design.
• Partner with executive leadership (Retail, Finance, Merchandising, Wholesale, and Brand) to anticipate talent needs and proactively build pipeline strategies.
• Lead critical and leadership‑level searches in partnership with the VP, People & Organization.
• Advise on organizational structure, succession risk, and capability gaps across the region.
• Oversee annual talent acquisition and development budgets, including agency strategy and vendor management.

Recruitment, Employer Branding & Pipeline Development

• Design and govern innovative, high‑touch recruitment and selection processes aligned with luxury brand standards.
• Establish standardized interview frameworks and calibration methodologies to ensure fairness, consistency, and high‑quality hiring decisions.
• Elevate employer branding across Moncler and Stone Island to position both brands as employers of choice within retail and corporate markets.
• Develop and maintain robust pipelines for Store Directors, Regional Directors, and key corporate roles.
• Utilize diverse sourcing strategies to engage both active and passive talent through industry networks, targeted outreach, and professional communities.
• Continuously refine the candidate experience to reflect a premium, relationship‑driven approach.

Talent Development, Succession & Internal Mobility

• Own and continuously evolve the region's learning ecosystem, including digital learning platforms, content strategy, and external learning partnerships, to support scalable capability building across both brands.
• Design and deliver leadership and talent development initiatives supporting early career professionals, emerging leaders, and senior leadership populations.
• Own and facilitate annual Talent Review and Succession Planning processes across both brands.
• Develop structured High‑Potential identification and leadership acceleration programs.
• Design scalable development pathways from Client Advisor through Regional leadership and corporate progression.
• Implement structured onboarding and milestone integration programs to accelerate performance and retention.
• Partner with HR Business Partners and Retail leadership to strengthen coaching capability and performance‑based development.
• Establish measurable succession coverage for business‑critical roles and proactively address pipeline gaps.

Team Leadership & Cross‑Functional Partnership

• Lead, mentor, and develop the Talent Acquisition & Development team, fostering accountability, service excellence, and strategic capability.
• Build strong partnerships with Retail leadership, Corporate department heads, and HR Business Partners to ensure alignment on talent priorities.
• Communicate regularly with executive leadership, providing insights, risks, and strategic recommendations related to talent health and future readiness.
• Act as a trusted advisor to senior leaders on hiring decisions, talent movement, and leadership capability.

Professional Conduct & Teamwork

• Operate as a trusted advisor, modeling professionalism, discretion, and sound judgment.
• Foster a collaborative, high‑performing environment aligned with Moncler Group values and Stone Island's culture of innovation and independent thinking.
• Lead by example and uphold company policies, ethical standards, and confidentiality.
• Contribute to broader People & Organization initiatives and departmental objectives.
• Perform additional duties as required by management and the Company.

Qualifications

Education

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or related field.
• Relevant experience may be considered in lieu of a degree.

Work Experience

• 10+ years of progressive Human Resources experience with a strong focus on Talent Acquisition and Talent Development.
• Experience within luxury retail, fashion, or premium consumer industries strongly preferred.
• Demonstrated success recruiting and assessing senior‑level leadership talent.
• Proven experience leading talent review, succession planning, and leadership development initiatives.
• Experience leading and developing high‑performing talent or recruiting teams.

Core Skills and Attributes

• Strategic workforce planning and organizational design capability
• Executive presence with the ability to influence senior leadership
• Deep understanding of luxury retail and premium consumer talent markets
• Strong commercial acumen and understanding of business impact
• Expertise in leadership assessment and talent calibration
• Data‑driven decision‑making and analytical rigor
• High emotional intelligence and stakeholder management capability
• Structured, disciplined approach balanced with agility
• Strong written and verbal communication skills
• Discretion, integrity, and sound judgment
• Technologically proficient, including ATS, HRIS, and talent analytics platforms

Travel

Occasional travel for market visits and recruitment activities.

Compensation and Benefits

For individuals hired to work in New York, Moncler provides a reasonable estimate of the salary range for this role. This range reflects the Company's good faith estimate and takes into account a variety of factors including, but not limited to, business needs, market conditions, candidate experience, skill set, and internal equity. The anticipated base salary range for this position is $150,000 to $185,000 per year .

In addition to base salary, this role is eligible for an annual bonus opportunity and a comprehensive benefits package, including medical, dental, and vision coverage; short‑ and long‑term disability; paid parental leave; 11 paid holidays; up to 160 hours of accrued vacation; 2 personal days; 2 community service days; employee discounts; and a retirement plan with employer contribution.

This position requires an on‑site presence of four days per week at the Moncler Corporate Office, located in SoHo, New York.

Additional Information

Final candidates will be subject to a background check in accordance with applicable laws. Applicants are encouraged to provide a complete and accurate work history throughout the application process.

Moncler Group is an equal opportunity employer committed to fostering an inclusive and diverse workplace.

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