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LVMH Perfumes & Cosmetics

Shipping Clerk

Cranbury, NJ · On-site

$19.50/hr

Company Description LVMH Beauty activities benefit from exceptional dynamism that relies on both the longevity and development of key lines, and on the boldness of new creations. All are driven by ...

LVMH Perfumes & Cosmetics

Shipping Clerk

Cranbury, NJ · On-site

$20.75/hr

Company Description LVMH Beauty activities benefit from exceptional dynamism that relies on both the longevity and development of key lines, and on the boldness of new creations. All are driven by ...

LVMH Group

Client Advisor, Bal Harbour

Bal Harbour, FL · On-site

As an iconic Maison within the LVMH group, we uphold a strong commitment to unparalleled quality and excellence. General Purpose of the Position: We are seeking a Client Advisor to join our team at ...

LVMH Group

Beauty Advisor, Bellagio

Las Vegas, NV · On-site

$25 - $30/hr

Guerlain is part of the LVMH Group. PRINCIPAL DUTIES AND RESPONSIBILITIES * Achieve retail sales goals or annual productivity goals and fragrance service to clients and develop client relationships ...

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How much do lvmh jobs pay per hour?

As of Sep 14, 2026, the average hourly pay for lvmh in the United States is $21.54, according to ZipRecruiter salary data. Most workers in this role earn between $16.83 and $24.76 per hour, depending on experience, location, and employer.

What is LVMH?

LVMH, short for Moët Hennessy Louis Vuitton, is a French multinational corporation and conglomerate specializing in luxury goods. The company manages a portfolio of over 70 prestigious brands across fashion, cosmetics, wines and spirits, watches, and jewelry. LVMH is known for its commitment to quality, creativity, and heritage, representing iconic names like Louis Vuitton, Dior, Moët & Chandon, and Bulgari. Headquartered in Paris, LVMH operates globally and is a leader in the luxury market.

What are the key skills and qualifications needed to thrive as an employee at LVMH?

To thrive at LVMH, you generally need expertise in luxury brand management, retail operations, and a background in business, marketing, or fashion-related fields. Familiarity with CRM systems, inventory management tools, and digital marketing platforms is often expected. Exceptional interpersonal skills, cultural awareness, and a passion for luxury products set standout candidates apart. These competencies are essential for upholding LVMH’s brand standards, delivering outstanding customer experiences, and succeeding in the competitive luxury market.

What are some common challenges faced by employees working at LVMH, and how can they be addressed?

Employees at LVMH often operate in a fast-paced, high-standard luxury environment where attention to detail and brand image are paramount. Common challenges include meeting rigorous quality expectations, adapting to evolving market trends, and collaborating across diverse teams and brands. To address these, it's important to stay agile, actively seek feedback, and continuously develop product and market knowledge. LVMH also encourages cross-functional collaboration and provides internal training opportunities to help employees grow and adapt to changing demands.

What is the difference between Lvmh vs Brand Manager?

AspectLvmhBrand Manager
Required CredentialsBachelor's degree, marketing or business background often preferredBachelor's degree in marketing, business, or related field; experience varies
Work EnvironmentLuxury retail, fashion, cosmetics, and accessories industryConsumer goods, retail, and marketing departments across various industries
Employer & Industry UsageLuxury brands under Lvmh group, including fashion, jewelry, and cosmeticsCompanies across multiple sectors focusing on brand development and marketing

While Lvmh is a multinational luxury conglomerate managing multiple brands, a Brand Manager focuses on developing and executing marketing strategies for specific products or brands within various industries. Lvmh's Brand Managers work within the luxury sector, whereas Brand Managers can be found across diverse sectors, emphasizing different target markets and branding approaches.

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Lvmh jobs near you
Infographic showing various Lvmh job openings in the United States as of September 2026, with employment types broken down into 38% Full Time, and 62% Part Time. Highlights an 98% Physical, 1% Hybrid, and 1% Remote job distribution, with an average salary of $44,794 per year, or $21.5 per hour.

Manager, HR Controlling

Miami, FL • On-site

LVMH Perfumes & Cosmetics
See more jobs at LVMH Perfumes & Cosmeticsexternal

Full-time

Posted 13 days ago

Job description

Company Description
LVMH Beauty's activities benefit from exceptional dynamism that relies on both the longevity and development of key lines, and on the boldness of new creations.
All are driven by the same values: a quest for excellence, creativity, innovation, and perfect mastery of their image.
The brands cultivate what makes them unique and are guaranteed to make them stand out in a highly competitive global market. The success of the LVMH Beauty Division depends on finding the right balance between major historic Houses, such as Parfums Christian Dior, Parfums Givenchy, Acqua di Parma, Guerlain, and newer brands with strong potential like Kenzo Parfums, Fresh, and Make Up For Ever.
LVMH Beauty invites you today to join its North America teams.
LVMH Beauty is part of the LVMH Group.
Job Description
Manager, HR Controlling supports HR Controlling, workforce planning, headcount governance, budgeting, forecasting, and people analytics for the Miami Regional Office and the Brazil and Argentina local markets. Working closely with HR, Finance, payroll, and business stakeholders, the role helps ensure that workforce data, people costs, and organizational plans are accurate, well coordinated, and aligned with business and financial priorities.
HR Controlling, Reporting & People Analytics
  • Prepare and maintain headcount and FTE reporting for the Miami Regional Office, Brazil, and Argentina, including actuals, forecast, budget, vacancies, hires, exits, and internal mobility.
  • Maintain recurring dashboards and KPI reports covering workforce evolution, labor costs, vacancies, turnover, and other people metrics.
  • Perform monthly variance analysis against budget, forecast, and prior periods; investigate discrepancies and highlight risks or required follow-up to HR and Finance partners.
  • Validate workforce data across HR systems, payroll inputs, and reporting files to support accuracy, consistency, and traceability.
  • Translate workforce and cost data into clear summaries and practical insights for management review.

Workforce Planning, Budgeting & Forecasting
  • Coordinate inputs for annual workforce planning, budget, and forecast cycles for the Miami Regional Office and the Brazil and Argentina local markets, working with HRBPs, local HR teams, Finance, and business stakeholders.
  • Maintain position-control records for approved roles, hires, leavers, promotions, transfers, internal mobility, and organizational changes.
  • Prepare headcount scenarios and people-cost projections using agreed assumptions to support hiring plans, reorganizations, and other business decisions.
  • Consolidate workforce planning files and confirm that assumptions are aligned with approved financial plans, timelines, and organizational structures.
  • Track workforce commitments and emerging variances, follow up with stakeholders, and escalate material issues when required.

HR Cost Management & Financial Governance
  • Track, forecast, and analyze people-related costs, including salaries, incentives, benefits, mobility, recruitment, training, and other HR expenses.
  • Partner with Finance to reconcile headcount and people-cost assumptions and resolve differences between HR and financial reporting.
  • Prepare workforce and cost analysis for business cases involving positions, promotions, organizational changes, and talent investments.
  • Monitor labor-cost trends and flag opportunities or risks related to cost efficiency, productivity, and resource allocation.
  • Maintain supporting documentation and ensure submissions follow internal approvals, budget governance, and audit requirements.

Regional and Local Market Partnership
  • Serve as the day-to-day HR Controlling contact for the Miami Regional Office and coordinate regularly with HR and Finance teams in Brazil and Argentina.
  • Build effective working relationships with regional and local HR, Finance, payroll, and business teams to collect timely and accurate planning and reporting inputs.
  • Apply common methodologies, definitions, calendars, templates, and controls while incorporating local payroll, legal, and business requirements.
  • Provide market leaders with workforce reports and analysis to support discussions on staffing, vacancies, and people investments.
  • Coordinate regional reporting submissions and follow up on missing information, data-quality issues, variances, and required actions across the supported locations.

Projects & Process Improvement
  • Prepare analysis supporting organizational design, spans and layers, productivity, succession planning, workforce capability, and talent investments.
  • Support reorganizations, operating-model changes, and other HR or business initiatives by providing accurate workforce and cost data.
  • Identify practical opportunities to automate or simplify controlling tools, dashboards, reports, and planning processes.
  • Maintain process documentation, reporting definitions, controls, and standard templates.
  • Complete ad hoc analyses and management requests with clear assumptions, accurate outputs, and concise conclusions.

Compliance, Controls & Risk Management
  • Maintain appropriate controls over sensitive workforce and compensation data and ensure confidentiality at all times.
  • Follow internal policies, reporting deadlines, audit requirements, and control frameworks across workforce planning and HR reporting processes.
  • Prepare supporting documentation for internal and external reviews and coordinate responses to information requests.
  • Identify data, cost, process, or compliance issues and escalate them promptly with relevant facts and proposed next steps.

Qualifications
  • 3-6 years of relevant experience in HR Controlling, FP&A, Finance, Workforce Planning, People Analytics, Audit, or a related analytical function.
  • Proficiency in Excel - formulas, pivot tables, basic data analysis and PowerPoint skills
  • Excellent communication skills, verbal and writing
  • Comfortable working with large datasets and numerical information
  • Exposure to HRIS or reporting tools
  • Strong attention to detail and data accuracy
  • Analytical mindset with a willingness to learn and develop.
  • Professionalism and discretion when handling confidential information.

Additional Information
This job description is intended to cover the core accountabilities of the position and is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee. Duties, responsibilities, and activities may change, or new ones may be assigned at any time with or without notice.
All your information will be kept confidential according to EEO guidelines.

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