Assistant Product Manager - PR & Category

Cheval Blanc entrusts its Operations to Vincent Billiard. After several years at Rosewood, including nearly seven years at the helm of the Hôtel de Crillon in Paris, Vincent Billiard is joining LVMH Hotel Management to take charge of operations at Cheval Blanc. Vincent Billiard is changing companies. Effective October 5, 2026, the hotel executive will join LVMH Hotel Management as COO of Cheval Blanc. The position was newly created by Olivier Lefebvre, CEO of Cheval Blanc and Deputy Managing Director of LVMH Hospitality Excellence. Vincent Billiard will also join the executive committee of LVMH Hotel Management. His responsibilities will encompass Cheval Blanc's entire operational scope. He will be tasked with steering the strategy and its implementation for both existing properties and future additions to the collection. The general managers of Cheval Blanc hotels will report to him, as will the Operations & Quality, Revenue & Distribution, and Sales teams at LVMH Hotel Management. An international career in luxury hospitality. A graduate of the École hôtelière de Lausanne, Vincent Billiard has more than twenty years of experience in international luxury hospitality and has held positions at Ritz-Carlton, Bulgari Hotels & Resorts, St. Regis, and Rosewood Hotels & Resorts. His career began at Ritz-Carlton, which he joined in 2003. There, he held various positions over the course of about fifteen years in the United States, the Cayman Islands, and Asia. In 2013, he became general manager of the Ritz-Carlton Tianjin in China, a role that made him the group's youngest general manager at the time. Three years later, he joined Bulgari Hotels & Resorts to take the helm at the Bulgari Hotel & Residences Shanghai and oversee its opening, positioning, and management. In 2019, he continued his career in Asia in Singapore by becoming general manager of the St. Regis Singapore. Vincent Billiard then returned to Paris when, in January 2020, he was appointed General Manager of the Hôtel de Crillon, A Rosewood Hotel, succeeding Marc Raffray. He took the helm of the iconic luxury hotel on Place de la Concorde, which he continued to lead until his departure from Rosewood. Starting in January 2024, his responsibilities expanded with his appointment as Rosewood's Regional Vice President for Central and Northern Europe, in addition to his role at the Crillon. He then oversaw several of the group's properties in London, Munich, and Vienna. Cheval Blanc continues its expansion. Founded with the opening of Cheval Blanc Courchevel in 2006, the collection now comprises six properties. Following Courchevel, Cheval Blanc established a presence in the Maldives in 2013, in Saint Barthélemy in 2014, in Saint-Tropez in 2019, and in Paris in 2021. The sixth property, Cheval Blanc Seychelles, opened at the end of 2024 on the island of Mahé. LVMH Hotel Management is also preparing for further expansion: the group has mentioned projects in Sardinia, among others. According to Hospitality-On, the future Cheval Blanc Pitrizza, on the Costa Smeralda, is set to take over the former Hotel Pitrizza; its opening, initially announced for 2026, is now expected in 2027. Featured photo: (C) DR Graduated as a multimedia journalist in 2019, Anthony Conan has multiplied his experiences, notably as an editorial assistant at TF1 and as a radio journalist at RCF Bordeaux. He specializes in video editing in addition to writing, and has developed a particular interest in economics. Luxus+ recommends

Clément Marchal ends ten year run at Sephora and starts a new chapter as Head of AI Solutions at LVMH. LVMH has appointed Clément Marchal as Head of AI Solutions. He joins from Sephora, part of the LVMH Group, where he served as Data Science & Artificial Intelligence Director. In a LinkedIn post, he said: "After ten wonderful years at Sephora, I'm very happy to share that I have started a new chapter as Head of AI Solutions at the LVMH AI Factory." He added: "This role continues my AI journey within the group, with a clear focus: supporting our Maisons in turning AI opportunities into impactful solutions that drive business value. A sincere thank you to the Sephora teams for ten years of trust, collaboration, and shared achievements. Thank you as well to the LVMH AI Factory team for the warm welcome, and to Gonzague de Pirey (Chief Omnichannel and Data Officer) and Martin Schoeller (Director LVMH AI Factory) for their trust as I begin this new chapter. Looking forward to what we will build together." TikTok Shop Sephora recently announced its debut on TikTok Shop. Piloting in the United States from 19th September, its Drop Shop experience will feature exclusive monthly drops, showcasing curated products from some of Sephora's most popular partner brands. Each featured brand will have a dedicated moment to bring its products to life, tell its story and connect with new audiences. Each drop will include teasers, interactive experiences, and creator led content, encouraging consumers to guess the brand in the spotlight. The experience will culminate in an official TikTok LIVE with a celebrity host, brand founders, and creators to unveil the featured products, answer audience questions, engage with viewers in real-time, and showcase products available for purchase on TikTok Shop during the LIVE. "Beauty discovery has always been core to Sephora's ethos, and the rise of social commerce and digital marketplaces have reinforced the need to evolve how we engage with our beauty lovers. We already have an incredibly active beauty community on TikTok, so we are excited to take the next step and pilot the Sephora Drop Shop on TikTok Shop. This platform gives us a new way to interact with our existing customers, while extending our reach to a highly immersed beauty audience. Importantly, the launch signifies a natural progression in how we continue to lead and innovate in beauty retail," said Artemis Patrick, President and CEO at Sephora North America. Products featured in each monthly drop will launch exclusively through Sephora's TikTok Shop, with select items later rolling out to Sephora.com, in selected Sephora stores or through other retail partners. During the exclusive launch window, customers will still be able to preview the products on the Sephora site ahead of their wider availability. "TikTok Shop is a powerful extension of our global digital strategy and our commitment to meeting clients wherever they discover beauty. By approaching this launch with a test and learn mindset, we are not only scaling our retailtainment model in the US, but also gathering critical insights to inform our digital innovation and future roll-out across our global network," said Anca Marola, Global Chief Digital Officer at Sephora. "We're thrilled to welcome Sephora to TikTok Shop. This launch brings together Sephora's leadership in beauty discovery and curation with TikTok Shop's unique ability to inspire and connect communities through entertainment, creators, culture and commerce. Together, we're creating a new, more engaging journey from discovery to purchase, by reimagining how beauty lovers experience and shop their favourite brands," commented Bianca Sing, Global Head of Strategic Brand Partnerships at TikTok Shop.

LVMH CHRO Maud Alvarez-Pereyre elevates two HR leaders. October 02, 2026 Chief Human Resources Officer Maud Alvarez-Pereyre announces two senior promotions to drive the internal mobility and talent strategies at LVMH The global luxury conglomerate LVMH introduces key leadership changes within its HR department to strengthen its talent development and employee experience initiatives. Maud Alvarez-Pereyre, Chief Human Resources Officer, announces the immediate appointments of two senior executives to critical roles that oversee learning, engagement and employer branding across the entire portfolio of brands. These structural changes underscore the commitment of the business towards nurturing its internal talent pool and building a cohesive corporate culture. Key facts: * LVMH promotes Laura Vandendaele to Senior Vice President, People Experience and Learning, expanding her role to include global learning functions. * The company elevates Pierre-Julien Bousquet to Senior Vice President, People Engagement, to oversee global employer branding and talent attraction. * The HR restructuring supports the ongoing deployment of the corporate People at Heart roadmap. * The Career Compass framework remains a central focus to facilitate skills development and internal mobility across the group. * The leadership changes aim to unify the learning, experience and engagement initiatives to strengthen overall corporate culture. "Over the past two years, the feedback we received has helped us strengthen the employee experience and continue building an environment where people can grow, develop and thrive." Laura Vandendaele, Senior Vice President, People Experience and Learning, LVMH Expanding the learning and experience functions. This promotion expands her previous responsibilities, which focused primarily on the people experience aspect of the HR function. Laura now leads the global learning division for the company, taking charge of comprehensive educational strategies designed to upskill employees. A major component of her new mandate involves the strategic oversight of the LVMH House programmes. The LVMH House serves as the premier executive education and leadership development centre for the group, providing high-level training and networking opportunities for managers and brand leaders. By unifying the learning and experience functions, the company aims to ensure that professional development opportunities seamlessly integrate with the everyday working lives of its staff. This holistic approach helps to cultivate an environment where continuous education becomes a natural element of the employee lifecycle. In July 2026, Laura addressed the foundational principles that guide her approach to talent management and workplace culture. "The first step in walking the talk on proximity and transparency is listening to our people. At LVMH, employee listening is more than a survey. It is an opportunity for our talents to share their perspectives, help us measure our progress and shape the priorities that will guide what comes next," says Laura. She emphasises that gathering employee sentiment must result in meaningful structural enhancements rather than just serving as a data collection exercise. "Listening only matters when it leads to action. Over the past two years, the feedback we received has helped us strengthen the employee experience and continue building an environment where people can grow, develop and thrive," adds Laura. Modernising recruitment and workforce engagement. His promotion places him at the helm of the global employer branding strategy for the group. In this capacity, he leads initiatives designed to attract top-tier talent in an increasingly competitive global recruitment market. Furthermore, he assumes responsibility for overarching employee engagement programmes, ensuring that workers across all brands and regions feel connected to the broader corporate mission. Attracting and retaining talent remains a significant challenge within the luxury sector, where specialised skills and brand affinity are highly valued. Pierre-Julien focuses on communicating the unique value proposition of working for the conglomerate, highlighting the diverse career paths available. His work involves crafting a compelling narrative that resonates with prospective candidates while reinforcing the loyalty and motivation of the current workforce. These senior appointments directly support the ongoing implementation of the People at Heart roadmap, which serves as the guiding HR strategy for the company. This comprehensive roadmap prioritises employee wellbeing, diversity and professional growth. By elevating experienced leaders to oversee these critical areas, the business ensures that its human resources practices evolve in tandem with its commercial ambitions. Driving internal mobility through strategic frameworks. A central pillar of this strategic roadmap is the Career Compass framework. The company designs this framework specifically to facilitate skills development and encourage internal mobility across its extensive network of brands. With dozens of distinct houses operating under the corporate umbrella, the business possesses a unique opportunity to offer employees varied and non-linear career trajectories. A retail manager at a fashion brand, for example, might transition into a merchandising role at a cosmetics house. Maud highlights that this framework represents only one element of a much wider cultural shift. "Our LVMH People at Heart roadmap goes far beyond the Career Compass transformation that we have initiated. This is our group vision for our people, guided by strong principles I cherish, among which proximity and transparency have a fundamental place," says Maud. She notes that these values require practical implementation to drive meaningful impact across the business. "In the second half of 2026, this means advancing pay transparency on a global scale, listening more closely to our talents, making HR resources more accessible and fostering meaningful conversations with our talents on the field," adds Maud. The Career Compass provides employees with the necessary tools, guidance and visibility to navigate these internal transitions. It helps workers identify transferable skills and maps out potential advancement opportunities within the wider group. By actively promoting internal mobility, the company not only retains valuable institutional knowledge but also prevents talent from migrating to competitors. The simultaneous elevation of both learning and engagement functions demonstrates a clear understanding that modern employees demand more than just competitive compensation. They seek meaningful work, clear progression pathways and an employer that invests actively in their personal and professional development. The restructuring of the HR leadership team allows the business to deliver on these expectations more efficiently. To maintain its competitive edge, the business must constantly innovate not only in its product offerings but also in its workplace practices. The global HR team plays a pivotal role in harmonising the distinct cultures of individual brands with the overarching corporate philosophy. This delicate balance ensures that while each house retains its unique identity, all employees benefit from the extensive training platforms and career mobility opportunities provided by the parent organisation. Key business partners: Google Cloud: Thomas Kurian, Chief Executive Officer, leads Google Cloud from its headquarters in Sunnyvale, California. The two organisations work closely together to enhance the digital infrastructure of the luxury conglomerate. They collaborate because the robust cloud solutions enable the parent company to deliver highly personalised client experiences, optimise global supply chains and drive data-driven decision making across its portfolio of prestige brands. Epic Games: Tim Sweeney, Chief Executive Officer, directs Epic Games from its corporate headquarters in Cary, North Carolina. The technology business partners with the luxury group to integrate 3D creation tools and augmented reality into the consumer journey. They work together because this software allows the various fashion and cosmetics houses to create virtual fitting rooms, interactive design experiences and digital twin products that attract modern consumers. Salesforce: Marc Benioff, Chief Executive Officer, manages Salesforce from its corporate headquarters in San Francisco, California. The technology company supplies the luxury group with comprehensive data platforms that track and analyse consumer interactions. They collaborate because this integrated technology architecture helps individual brands maintain cohesive client relationships, ensuring that every customer receives a premium, highly tailored service experience regardless of their physical location. Executives. * Laura Vandendaele Senior Vice President, People Experience and Learning * Marc Benioff Chair & CEO * Maud Alvarez-Pereyre Group Chief HR Officer * Pierre-Julien BOUSQUET Senior Vice President, People Engagement * Thomas Kurian CEO * Tim Sweeney CEO Company Portals