Training Manager
Confirmed on the employer's own hiring board on Oct 20, 2026. First seen by Alion on Jul 30, 2026. Richemont scores B on the Alion truth index.
Who are we?
A High Jewelry Maison with a strong heritage who promotes exceptional know-how in an enchanting and creative environment. Our Maison is looking for talented individuals who contribute to developing and transmitting their expertise with care and no compromise. At Van Cleef & Arpels you will be surrounded by passionate experts and will contribute to many new projects which allows our Maison to regularly reinvent itself. At Van Cleef & Arpels, we are proud to hire talents from many different backgrounds and experiences. We believe that when diversity and inclusion are fully embraced and empowered, creativity and knowledge emerge to deliver excellence.
Key responsibility 1: Training management for boutique teams
- Planning and budget
- In charge of defining, planning and budgeting training plan in coordination with the regional team. Responsible for training spending according to guidelines and allocated budget
- Monthly report on budget spending to retail director
- Definition and implementation of training
- Prepare training plan with retail director for boutique team to leverage their productivity & develop individual potentials
- Implementation of all training modules: through externaltrainer or internal resources
- Field coaching: To upgrade and monitor boutique team members’ selling skills, level of client service (Especially for new comers)
- Mystery shopper: Result analysis/ Action plan and follow-up activities/ etc
- Roll out Yearly Talent pool Assessment (QUIZ) - after results are shared with Retail Performance ->development plan for each pool + HJ talents personal development plan.
- Sourcing of potential trainers: he/she needs to regularly meet local trainers, sales experts to source the best partners for external training management
- Manage all training books/ materials/ proof reading or translate training documents for HQ
- Support to coordinate annual team building for office and boutique staff for the Sales Conference .
Key responsibility 2:Training delivery & Field coaching
- After the feedback of performance & operations team on SA Retail KPIS -Talent Pool results+ priorities: Coach each SA on identified challenges.Feedback BM on points of focus
- Follow up onboutique staff performance on bi-weekly basis with the BM - check with BMthe follow up actions done for each SA have leadto results + adjust coaching
- Plan & recommend action plan for each boutique staff to grow them in their skillset
- Weekly visit to each boutique for coaching and training follow up ( CP , role plays, HJ selling skills practice )
- Monthly/quarterly/annuallyanalysis on coaching results to be reviewedwith Retail Director and Retail Performance teams.
- Submit quarterly/annually FTE KPIS report(thru LMS system )
Key responsibility 3: Boutique Talent Development (ie. High-end community - incl. HJ＆HEW,Enchanting Week, Poetry of time week)
- Plan HJ & HEW talent development plan . Coordinate BM and ABM induction and training path with Retail Performance - Ops - register them in HQ Management training Organize Local HJ board & LocalWatch community
- Coordinate & organize training sessions for High-end community to achieve the business goal.
- Work closely with different departments - CD, OP & Performance and Marketing team to inline with Maison’s long term strategic plan.
Key responsibility 4: Image, Service Quality and Client Care
- Ensure high level and consistency in service quality throughout the network (Mystery Shopping)
- Make sure the Service charter is understood and implemented by all staff
- Image : Responsible and coordinate boutique staff uniform and grooming - together with retail ops