About Us
Fashion Nova is the world’s leading trend-to-market fashion and lifestyle brand with high-growth categories across its Women, Men, Kids and Beauty divisions. Renowned for delivering the most-wanted styles to millions worldwide,
Fashion Nova earned the title of the Top 5 Most-Searched Fashion Brand on Google in 2022, alongside Louis Vuitton and Nike.
Founder & CEO Richard Saghian launched the brand in 2006, from a retail location in Los Angeles. After multiple store openings, Saghian launched the e-commerce website for
Fashion Nova in 2013, pioneering a disruptive social commerce model of affordable, on-trend, size-inclusive clothing online – powered by an innovative, social media-first marketing strategy.
Today, Fashion Nova has amassed over 40 million social media followers, with annual sales of approximately $2 billion!
The brand’s name has been featured in chart-topping hit songs by Cardi B, Drake, 21 Savage, Saweetie, The Game, Tyga and Offset and its styles have been worn by many celebrities, artists and athletes including Meg The Stallion, Ice Spice, Chris Brown, Floyd Mayweather, Rick Ross, Kourtney Kardashian, and Kylie Jenner.
Role Overview
The Director of People & Culture (DP&C) is responsible for supporting Fashion Nova’s headquarter operations, consisting of the company’s executive, finance, marketing, buying, product development, tech, administrative, and strategy employees. This role requires a hands-on, strategic approach with expertise in navigating complex employee relations, leading recruitment efforts to attract top-tier talent, driving employee engagement, and implementing best practices. The DP&C will collaborate closely with leadership to attract top-tier talent, cultivate a positive, high-performing, and inclusive workplace culture, ensuring HR strategies are effectively executed to support the organization's goals.
Key Responsibilities
- Work closely with leadership to recruit top-tier talent.
- Collaborate with leadership to support all aspects of the employee experience, including the full employee life cycle, talent onboarding, change management, performance management, employee engagement, career development, and off-boarding.
- Implement and manage organizational onboarding strategies such as stay interviews, focus groups, employee engagement surveys, and check-ins to assess satisfaction and morale. Provide recommendations to leadership to improve company culture and increase retention.
- Analyze turnover trends, conduct exit interviews, and collaborate with leadership to develop retention strategies that minimize attrition and promote employee engagement and career growth.
- Identify opportunities for process improvements across HR function, ensuring that HR operations are streamlined, effective, and aligned with organizational goals.
- Offer day-to-day coaching and support to leadership, including career development, disciplinary actions, and performance management. Collaborate closely with management and employees to improve relationships, morale, productivity, and retention.
- Facilitate training to new and emerging leaders, helping them navigate legal considerations such as wage and hour laws, leave of absences, investigations, and offboarding.
- Assist with the facilitation of annual open enrollment for employee benefit plans, providing assistance to employees with benefit-related inquiries and serving as a liaison between employees and the benefits team for complex issues.
- Interpret and enforce HR policies and ensure compliance with local, state, and federal regulations. Collaborate with senior HR leadership to ensure adherence to all legal requirements relevant to employee management.
- Handle employee relations issues with confidentiality, professionalism, and diplomacy. Maintain a high level of professionalism in interactions with all levels of the organization.
Role Requirements
- 12+ years of experience in Human Resources, with at least 5 years in a leadership role
- A bachelor's degree in Human Resources, Business Administration, or a related field required; MBA or master’s in industrial relations or human resources management preferred
- SHRM Certified Professional (SHRM-CP) or Professional in Human Resources (PHR) certification highly desirable
- In-depth knowledge of HR practices, policies, and employment laws with the ability to apply them effectively across the organization
- Excellent verbal and written communication skills
- Demonstrated experience with change management, performance management, and implementing best practices
- Strong analytical and strategic thinking skills with the ability to develop data-driven HR solutions
- High level of discretion and professionalism in handling sensitive and confidential informatio
Physical Demands
The physical demands described here are representative of those that must be met by an DP&C. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of the job.
- Sitting/Standing: Will be required to sit for extended periods while working at a desk, using a computer, and attending virtual meetings. Occasional standing may be required during in-person meetings or when visiting different departments.
- Walking: The role may require walking through the warehouse or office space to engage with associates, observe operations, or attend team meetings.
- Typing and Computer Use: Frequent use of a computer, keyboard, and mouse for email correspondence, data entry, and accessing HR software. This includes typing for long periods to update records, create reports, and communicate with employees.
- Communication: Clear verbal communication is necessary, including speaking with employees in person, on the phone, or via video conferencing. Active listening skills are required to understand employee concerns and provide effective support.
- Light Lifting: Occasionally it may be required to lift or move items such as files, small office equipment, or boxes up to 15 pounds when assisting with department-related tasks or organizing materials.
- Visual and Auditory Demands: Ability to visually review documents and reports, as well as monitor employee performance and wellbeing through meetings, observations, and discussions. Hearing and understanding verbal communication is essential for effective interaction with employees.
Benefits
- NEW state-of-the-art HQ upcoming in 2025!
- Formalized career paths for continued professional growth
- Comprehensive health insurance across Medical, Dental and Vision
- 401k match, with immediate vesting upon eligibility
- Weekly catered lunches & fully-stock kitchen pantry!
- Opportunities to travel for trade shows and vendor meetings
- Summer Fridays Early Departure
- Team bonding events and programs
- Attractive employee discounts!
Fashion Nova, LLC, and subsidiaries thereof, is an Equal Opportunity Employer. We are steadfast in our commitment to equal employment opportunities and pledge that these objectives are reflected in all aspects of our daily operations. We will continue to recruit, hire, train, and advance in employment qualified individuals in all job titles without regard to race, color, national origin, gender, sexual orientation, gender identity, religion, age, status as a protected veteran, criminal history, or status as an individual with a disability; and shall not discriminate against any individual, any such characteristic, nor any other classification protected by local, state and|or federal law.
NOTICE AT COLLECTION
