Overview

Position Overview

Reporting to the Talent Acquisition & Development Director, the Talent Acquisition Specialist manages full-cycle recruitment for assigned retail markets, supporting positions from entry-level through mid-level store leadership. The role partners closely with Retail Leadership, HR Business Partners, Store Managers/Directors, Regional Management, and the broader Human Resources team to identify and attract high-quality talent aligned with business needs, brand values, and store culture.

The Talent Acquisition Specialist brings a strong understanding of retail operations, talent profiles, and recruitment best practices and is responsible for delivering an efficient, high-touch recruitment process and exceptional candidate experience reflective of a luxury brand.

Your Impact

Talent Acquisition & Sourcing

• Manage full-cycle recruitment for assigned retail positions from entry-level through mid-level store leadership. Responsibilities include sourcing, screening, interview coordination, candidate assessment, feedback collection, and offer facilitation.
• Partner with HR and Retail Leadership to identify upcoming hiring needs based on workforce plans, turnover trends, store openings, seasonal needs, and evolving business priorities.
• In partnership with the Talent Acquisition & Development Director, develop and execute targeted sourcing strategies utilizing internal pipelines, external platforms, employee referrals, networking, and proactive outreach.
• Build and maintain pipelines of qualified retail talent for both immediate and future hiring needs.
• Maintain a professional and brand-aligned presence on relevant social media and professional platforms, including LinkedIn, to support employer branding, talent attraction, and market visibility in accordance with the Company's recruitment strategy.
• Stay informed on retail talent trends, competitive activity, compensation considerations, and candidate availability within assigned markets.
• Support and promote the employee referral program, ensuring timely tracking and follow-up and providing insights on referral activity and effectiveness to support ongoing improvements.
• Support the development of store leadership recruitment capabilities by providing guidance, coaching, and resources on interviewing, candidate assessment, and recruitment best practices.

Stakeholder Partnership & Collaboration

• Partner with Store Leadership, HR Business Partners, Regional Management, and other applicable stakeholders to align on staffing priorities and ensure an effective and timely recruitment process.
• Conduct intake meetings with hiring managers to align on position requirements, ideal candidate profiles, recruitment strategy, and hiring timelines.
• Advise and support hiring managers on interview structure, candidate assessment and selection, and offer positioning.
• Provide regular and transparent updates on search status, candidate pipelines, and recruitment progress to applicable stakeholders.
• Participate in regional calls and applicable business meetings to remain connected to market needs, staffing priorities, and workforce trends.
• Build strong, collaborative relationships across Human Resources and Retail to support current and future talent needs.

Candidate Experience

• Act as a brand ambassador throughout the recruitment process, effectively communicating the Company's culture, values, career opportunities, and employee value proposition.
• Champion an exceptional candidate journey from initial engagement through offer acceptance and onboarding, maintaining timely communication, clarity of process, and a high-touch luxury brand experience.
• Ensure candidate communications are timely, professional, consistent, and reflective of the brand.
• Build relationships with prospective candidates to strengthen long-term talent pipelines and maintain engagement with high-potential talent.

Recruitment Operations, Reporting & Process Improvement

• Support and contribute to recruitment process improvements focused on efficiency, candidate quality, time to fill, candidate experience, and hiring manager experience.
• Track and report key recruitment metrics, including time to fill, pipeline health, source effectiveness, offer acceptance rates, and other applicable hiring and candidate experience metrics.
• Maintain accurate and timely candidate documentation and requisition activity within the applicant tracking system.
• Leverage recruitment data and market insights to identify trends, challenges, and opportunities and share relevant findings with Talent Acquisition leadership.
• Maintain working knowledge of applicable recruitment and employment practices, including pay transparency, candidate documentation, and fair and consistent hiring practices.

Post-Hire Success & Retention

• Partner with HR Business Partners to monitor early-tenure retention and identify trends related to new-hire success.
• Support post-hire check-ins and feedback mechanisms to gather insights on onboarding, integration, and the early employee experience.
• Share recruitment and new-hire trends with HR Business Partners and Talent Acquisition leadership to help identify opportunities to improve hiring quality, onboarding, and first-year retention.

Professional Conduct & Teamwork

• Maintain appropriate professional boundaries, confidentiality, discretion, and neutrality as a member of the Human Resources team.
• Demonstrate a collaborative and service-oriented approach, supporting department and business priorities while fostering respectful and productive working relationships.
• Uphold Company policies and professional standards, setting a positive example in conduct and performance.

Perform additional responsibilities as assigned by management in support of team and Company objectives.

Qualifications

Education

• Bachelor's degree preferred, or equivalent work experience in talent acquisition or human resources.

Work Experience

• Minimum of 3 years of full-cycle recruitment experience, including at least 1-2 years supporting entry-level through mid-level retail recruitment.
• Experience recruiting store leadership positions strongly preferred.
• Luxury retail recruitment experience preferred.

Core Skills & Attributes

• Strong understanding of retail organizational structures, store operations, and talent profiles, with the ability to assess candidates against position requirements, business needs, and store culture.
• Demonstrated full-cycle recruitment expertise, with the ability to effectively manage multiple requisitions and competing priorities in a fast-paced retail environment.
• Strategic and resourceful sourcing capabilities, with experience identifying, engaging, and building pipelines of high-quality active and passive candidates across multiple channels.
• Exceptional communication, interpersonal, and consultative skills, with the ability to build credibility, influence effectively, and advise hiring managers and stakeholders throughout the recruitment process.
• Commitment to delivering a high-touch candidate experience, serving as a strong brand ambassador and effectively communicating the Company's culture, values, and career opportunities.
• Highly organized and detail-oriented, with strong judgment, discretion, follow-through, and the ability to appropriately manage confidential information.
• Data-driven and process-oriented, with proficiency in applicant tracking systems and sourcing tools and the ability to leverage recruitment metrics, market insights, and trends to improve hiring outcomes.

Travel

• Travel is not regularly required but may be necessary on occasion based on business needs.

Compensation and Benefits

For individuals assigned and/or hired to work in New York, Moncler includes a reasonable estimate of the salary rate range for this role. This considers the wide range of factors that are considered in making compensation decisions; including but not limited to business or organizational needs, skill sets, experience and training, licensure, and certifications. A reasonable estimate of the current base salary range is $75,000 to $90,000 per year.

In addition to competitive pay, the hired candidate will also be eligible for an annual bonus, and a comprehensive benefits package including medical, dental, vision, short and long-term disability, paid parental leave, 11 paid holidays, accrue up to 120 hours of paid vacation time, 2 personal days, employee discounts, and a retirement plan with employer contribution.

The position requires 4 days per week on site in the Moncler Corporate Office, located in the heart of Soho, Manhattan.

Additional Information

Interview Process

Our interview process is designed to provide a comprehensive and engaging experience while allowing us to get to know your experience, capabilities, and potential for success within Moncler.

• Initial Interview: Talent Acquisition & Development Director
• Department Head Interview: Vice President, People & Organization
• Final Interview: Vice President, Retail

Background Check

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.