Project Manager

The role consists in supporting the Talent Team to implement a new skills intelligence platform that supports our Talent-First organization strategy. The project is two-fold:

• Technical: implementation and testing of a tool in Pilot (2024)
• Mindset/Change: building a talent-first mindset, with skills as a lever, within Kering in 2024 – making our strategy understandable and appealing from an employee and manager’s standpoint (This is the most challenging part). Making sure o the adoption of the tool among the target group o employees.

Desired skills

• Excellent project management skills: the PM should be able to track what/who/when/how, with multiple stakeholders from different expertises and teams
• Capacity to simplify and synthetize complex topics → the PM should be able to break a problem into smaller, simpler topics that can be solved easily; and also to pace the problem solving so that it is brought in time without overwhelming the different teams
• Excellent written and oral communication in English and capacity to build trust rapidly
• Flexibility, organization and structure
• Team spirit and capacity to support on topics out of job description

PROJECT PHASING (High level and indicative)

PHASE 1: Start (January)

• Refine with vendor project workload impact and timeline, share corresponding work plan to each House
• Calibrate change plan with Change Lead and coordinate with different HR Domains
• Participation : pre-kick off session
• Organize meetings to track progress:
  • Weeklies with Houses
  • Bi-weeklies with other HR Domains
  • Workshops when relevant with different stake holders
• Work with vendor on first steps of projects: data collection, high level calibration. This includes calibrating inputs expected from Houses’ contributors (what and when)
• Organize with core team review of key touch points in Talent journey to build a coherent approach, align on key Group guidelines to be communicated with Houses
• Consolidate project documentation and do a first review on all outputs to challenge content before submitting to Sponsor

PHASE 2: Design (February-March)

•  Pace the input collection from Houses
• Act as a key point of contact for Houses on the project and answer first-level questions
• Organize/prepare design sessions with Houses, in coordination with Core Team Experts (TA/TM/Change)
• Consolidate adjusted TA & TM principles based on feedbacks & arbitration with vendor and Houses
• Monitor change plan advancement, especially learning and communication, working in close relationship with Comms and Learning teams

PHASE 3: Test (April-May)

• With Test Lead, calibrate the test plan and define understandable requirements for test population
  identification based on pilot requirements and feedback from vendor
• Consolidate feedback from:
  • Test lead
  • TA expert
  • TM expert
• And make sure they are passed on to 1) HR tech, 2) Kering Tech, 3) vendor
• Organise with Tech Lead a backlog of needs for adjustments and communicate it to the vendor + follow up on progress
• Manage calendar and deadline

PHASE 4: Launch (June)

• Prepare and Participate Global Kick off session
• Co-Define the adoption KPIs to be collected and collect it
• Collect qualitative iterative feedback from the populations progressively deployed

PHASE 5: Live (July-December)

• Track progress of adoption vs target adoption
• Make sure all adoption actions are delivered in time and budget
• Consolidate feedback and coordinate with vendors on improvements on a regular basis (frequency tbc)
• Provide fact-based feedback to project Sponsor to be used for go/no-go decision on global roll-out
  in 2025