Talent & Development CoE

At LVMH Beauty Mexico, we are looking for talent driven to build the future of luxury alongside some of the world's most iconic Maisons.

Today, we are looking for a Talent & Development CoE to join our HR team.

The Talent & Development CoE coordinates and drives integrated talent, learning, culture and employee experience projects across LVMH Beauty Mexico. Reporting directly to the HR Director Mexico, the role converts business and organizational priorities into practical, scalable and cost-conscious solutions that strengthen capabilities, engagement, internal mobility and succession pipelines across Maisons and corporate and retail populations.

Acting as a transversal project lead and subject-matter partner, the position leads workstreams through influence rather than formal people-management authority, researches internal and external alternatives, and proposes creative, viable solutions to HRBPs and business leaders. The role establishes tools, timelines, governance and follow-up while supporting local implementation and measurable impact.

Job Responsibilities

Talent Management, Succession and Career Development

• Coordinate the annual Talent Review, Succession Planning and OMR processes, preparing data, tools, calendars, calibration materials and follow-up actions to ensure consistency across Maisons.
• Build and monitor succession pipelines, talent readiness and agreed development actions for critical positions.
• Partner with HRBPs, Talent Acquisition and leaders to promote internal mobility, cross-Maison opportunities.

Learning, Capability and Leadership Development

• Partner with General Managers, N-1 leaders and HRBPs to identify capability gaps and translate business priorities into an annual learning and development roadmap.
• Research, compare and propose cost-effective learning alternatives, including internal experts, cross-Maison programs, LVMH House offerings, regional or global resources, digital solutions and external providers.

Performance and Development Culture

• Develop tools and guidance that enable managers to conduct effective performance, feedback, career and development conversations.
• Monitor the completion and quality of performance and development processes, identifying opportunities to improve manager capability and employee experience.

DE&I, Engagement, NPS and Internal Communication

• Coordinate the employee NPS and other listening mechanisms, analyze insights and support HRBPs in translating findings into practical action plans and creative responses to business or people challenges.
• Coordinate internal communication plans and content for HR, talent, learning, culture and employee experience initiatives, ensuring clear messages, consistent calendars and adoption across populations

Early Careers, Inclusion and Social Impact

• Lead the end-to-end Crafters of the Future internship and trainee program, including governance, selection partnership, onboarding, learning journey, manager guidance, evaluations, employee experience and conversion opportunities.
• Coordinate diversity, equity and inclusion initiatives, including Women’s Week, Diversity Week and inclusive leadership activities, embedding inclusive principles into talent programs and the employee experience.
• Support Green Team, volunteering and social impact initiatives with clear objectives, ownership, communication and follow-through.

Talent Analytics, Governance and Project Management

• Develop Talent & Development dashboards and track indicators related to internal mobility, succession coverage, key talent retention, development plan completion, learning effectiveness and program adoption.
• Ensure alignment with regional and global Talent and Learning frameworks while adapting programs to local business needs.
• Use data, stakeholder feedback and business outcomes to continuously improve programs, tools and governance.

Stakeholder Management and Advisory

• Support the HR Director and HRBPs as a Talent & Development partner, diagnosing needs and developing creative, feasible proposals for talent, capability, succession, engagement, DE&I and organizational challenges.
• Partner with regional and global teams, Finance, HR Operations, Talent Acquisition and external providers to deliver integrated people solutions.

Profile

• Education: Bachelor’s degree in Human Resources, Organizational Psychology, Business Administration, Communication, or a related field. A master’s degree or certification in Talent Management, Organizational Development, Coaching, or Learning is a plus.
• Experience: Four to six years of progressive experience in Talent Management, Learning and Development, Organizational Development, Culture, or a related HR function, including leadership of cross-functional projects, coordination of transversal programs, and partnership with HRBPs and business stakeholders.
• Business environment: Experience in a fast-paced, matrixed, or multi-brand organization, managing multiple stakeholders, priorities, and external vendors. Retail, luxury, beauty, or consumer goods experience is a plus.
• Languages: Professional proficiency in Spanish and English.
• Technical knowledge: Talent Reviews, Succession Planning, OMR, capability needs analysis, annual Training Plan development, learning and leadership program design, facilitation, coaching and assessment solutions, DE&I, employee listening and NPS, internal communication, project management, change activation, data analysis, reporting, budget management, and impact measurement.
• Digital skills: Advanced proficiency in Microsoft PowerPoint and Excel; confidence using digital learning, survey, analytics, and collaboration platforms.