Gucci Sales Associate Jobs (NOW HIRING)

Summary
Founded in Florence, Italy, in 1921, Founded in Florence, Italy, in 1921, Gucci is one of the world's leading luxury brands. Under the leadership of President and CEO Francesca Bellettini and the artistic direction of Demna, the House continues to redefine luxury and fashion while celebrating creativity, Italian craftsmanship, and innovation.
Gucci is part of the global luxury group Kering, which manages renowned Houses in fashion, leather goods, jewelry, and eyewear.
Job Description
Role Mission
The Director Retail People is a strategic business partner and service provider working to maximize retail business results and fulfill the employer brand promise for our retail associates. Working closely with retail business leaders, the main mission of the Director, Retail People is to guide and support the company's growth and organizational development through the management, planning, and evolution of its retail human capital. Through effective direction of People Partners and partnership with regional retail business leaders, this role works to ensure execution of worldwide and regional strategies/initiatives and that all HR policies/procedures are implemented in a timely and effective manner. The Director Retail People will provide regular quantitative and qualitative feedback on all HR core requirements and needs as pertaining to the retail environments. Manage team personnel in accordance with company guidelines.
Key Responsibilities
Organizational Development and Retail Staffing

• Map retail staff structures, job design and forecast staffing needs in accordance with retail business needs;
• Protect and promote the company's culture, mission and values within the retail environment;
• Ensure diversity, inclusivity and inclusion are active practices in all facets of retail HR management;

Performance Management

• Train retail supervisors to maintain performance management methodology;
• Maintain, provide and update retail job descriptions;
• Provide senior business leaders with both qualitative and quantitative performance feedback;
• Strategize with business leaders to identify ways to improve and maximize performance;
• Maintain a coaching-based proactive culture while ensuring impactful re-active disciplinary performance actions and progressive counseling are measured and maintained in a timely manner;
• Oversee and implement performance reviews and evaluations processes in retail;

Recruitment & Selection

• Responsible to ensure active recruitment practices as on-going discipline for People Partners and retail business leaders;
• Identify and summarize retail recruitment needs and partner with TA in order to secure candidate pipeline and recruitment methodology;
• Ensure utilization of existing candidate profile materials to target ideal retail talent, supplementing as needed;
• Ensure recruitment process and procedures are effective, and actively work on pilots and enhancements that will bring elevated recruitment & selection results in retail;

Talent Management: Training & Development

• Partner with senior business leaders to identify high potential talent to retain and grow;
• Support development of succession plans from internal/external talent profiles for key retail roles;
• Ensure culture of continuous feedback and self-learning;
• Implement and oversee retail training programs as launched by or developed with HR partners;
• Identify need for additional training, learning and development programs based on business need and share these insights with cross departmental teams;
• Promote career pathing in retail and help to identify professional growth opportunities;

HRIS Systems and Technologies

• Ensure effective utilization of HRIS systems and technologies by People Partners and retail populations;

Employee Engagement and Employee Relations

• Identify and promote retail employee activation and participation in company sponsored programs (ie Changemakers and social responsibility efforts);
• Ensure People Partners are responsive to employee relations needs, feedback and requests from point of hire through exit interviews;
• Actively ensure employee complaints are investigated and resolved;
• Identify the differentiators within workplace complaints, in order to partner with employment counsel as needed to avoid litigious escalation;

Compensation Programs, Labor Cost Management, HR Analytics

• Effectively manage retail labor costs and respond to need for change based on fiscal responsibility, directing initiatives as needed;
• Maintain retail FTE and headcount control;
• Understand and manage personnel costs as relative to sales performance;
• Support company procedures for compensation review in retail environments;
• Work with retail business leaders on the development of commission, incentive and reward schemes that drive positive performance, retain talent and provide competitive advantage;

Benefits & Insurance Programs

• Ensure retail employees are aware of and amplify benefit programs;
• Ensure appropriate application of insurance and workers compensation programs relative to employee illness and/or injury;

HR Policy & Procedure

• Ensure governance of HR policies and procedures in the retail environment, ensuring training as needed;
• Ensure all retail management and overall HR population uphold HR manuals/handbooks;
• Respond to questions and concerns raised by retail business leaders in regards to HR P&P;

HR Administration and Operations

• Ensure effective and timely execution of HR administration paperwork and processes;
• Ensure effective administration of leave of absences and related requests;

Legal & Compliance

• Seek advice and counsel for the involuntary separation of employees and ensure termination decisions are informed and supported;
• Ensure People Partners practices effective documentation and record-keeping;
• Effectively ensure investigation and appropriate escalation of all retail workplace complaints of harassment, discrimination or any other illegal activity;

Team Management

• Recruit and develop People Partners;
• Align HR practices, methodologies and expectations across all retail People Partners;
• Ensure overall team is prepared to execute their roles to expected standards of performance;
• Participates in setting short/mid/long-term goals for all retail environments;
• Provide HR thought leadership and functional expertise to retail People Partners;
• Ensure opportunities for cross-training/support within retail People Partner team;
• As a senior HR leader, support overall development of individuals and team within HR department;
• Maintain an HR as service overall value proposition for the retail employees of Gucci Americas.

Key Requirements

• Bachelor's degree, advanced degree or HR certification (e.g., SHRM, HRCI) preferred;
• Minimum of 8-10 years of progressive Human Resources experience and/or Retail management experience, including 3-5 years in a leadership role managing teams and/or function;
• Proven experience within a luxury fashion retail environment, with oversight of HR strategy across a retail network;
• Demonstrated ability to align HR strategy with business objectives, with a strong commercial mindset and understanding of retail performance drivers;
• Comprehensive knowledge of employment laws and HR best practices, with experience operating in a multi-state environment;
• Strong employee relations expertise, managing complex performance, investigations, and conflict resolution matters;
• Proven ability to influence and partner with senior leadership to drive talent, organizational effectiveness, and culture;
• Flexible and adaptable, with willingness to travel and support multiple locations as needed.

Work Authorization

• Qualified candidates must have the proper work authorization to work in the United States

Accessibility
Our Gucci community is committed to providing a culture of inclusivity and accessibility in all aspects of the employee life cycle - starting with the candidate experience. If you are interested in becoming a Gucci Dream-maker and applying for employment and require a reasonable accommodation to assist with any part of the application and/or interview process, please contact us by email at accessibility.americas@gucci.com.
When contacting us, please provide your contact information, the role you have applied to, and the nature of your accessibility issue. Please only send inquiries concerning requests for reasonable accommodations.
Salary Range - New York City
For individuals assigned and/or hired to work in New York City, GUCCI includes a reasonable estimate of the salary or hourly 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. In addition, where a candidate falls within the disclosed range estimate may be dependent on the applicable geographic differential associated with the location in which the position may be filled.
A reasonable estimate of the current base salary range is $165,000 USD to $185,000 USD.
EOE M/D/F/V
Job Type
Regular
Start Date
2026-05-18
Schedule
Full time
Organization
Gucci America Inc.