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Get Access To All JobsSenior Group Director, Boutique Excellence – Northeast Region
At Chanel, we are focused on creating an inclusive culture that nurtures personal growth, contributing to collective progress. We believe the uniqueness of each individual increases the diversity, complementarity and effectiveness of our teams. We strongly encourage your application, as we value the perspective, experience and potential you could bring to CHANEL.
About the Role:
CHANEL is seeking a Senior Group Director, Boutique Excellence, Northeast Region to lead the regional execution of Boutique Excellence priorities across Retail Operations, Performance, and Transformation.
Reporting to the Head of Boutique Excellence, USA, with a dotted-line relationship to the Head of Retail, Northeast, this leader will serve as the key connection between corporate Boutique Excellence teams and the regional retail organization. The role will ensure that operational standards, performance priorities, and transformation initiatives are translated into clear, practical, and consistent execution across Fashion Boutiques, lease doors, and Multi-Brand Select locations.
This leader will partner closely with regional retail leadership to strengthen operational excellence, enable data-informed decisions, support planning cycles, and ensure new initiatives are effectively embedded in the field.
What Impact You Can Create at CHANEL:
Regional Boutique Excellence Leadership
- Serve as the regional leader and primary liaison for Boutique Excellence, aligning corporate priorities with the needs of the Northeast retail organization.
- Partner with the Head of Retail, Senior Group Directors of Retail, and boutique leaders within the Northeast region to establish clear priorities, drive accountability, and enable consistent execution.
- Foster a connected regional community across Boutique, lease, and Multi-Brand Select locations, sharing best practices and strengthening consistency in ways of working.
- Translate regional feedback, business needs, and opportunities into actionable insights for the corporate Boutique Excellence team.
Retail Operations
- Lead regional operational excellence across boutique standards, inventory controls, Heart of House capabilities, asset protection, maintenance, systems, and policy adherence.
- Conduct regular boutique visits, audits, training, and coaching to identify opportunities, reinforce standards, and support continuous improvement.
- Oversee operational readiness for boutique openings, moves, closures, inventories, and key business events.
- Partner with cross-functional teams to resolve operational challenges and identify opportunities to simplify processes, improve the employee experience, and support the client journey.
- Build the capability of regional Operations leaders through hiring, onboarding, development, succession planning, and performance support.
Performance & Planning
- Partner with the corporate Boutique Excellence Performance team and regional retail leadership to drive alignment on performance management, reporting, and planning.
- Support key financial planning cycles, including annual budgets, forecasts, quarterly goal-setting, and regional performance reviews.
- Coordinate boutique-level sales allocation and support regional headcount planning in partnership with Retail, Finance, and Human Resources.
- Consolidate relevant commercial, operational, and people data to provide regional leaders with clear performance insights, risks, and opportunities.
- Monitor key performance indicators, including sales, productivity, inventory accuracy, shrink, damages, operational costs, and workforce metrics—and support action planning as appropriate.
Transformation & Field Enablement
- Partner with the corporate Boutique Excellence Transformation team to deploy strategic initiatives and new ways of working across the Northeast Region.
- Ensure transformation initiatives are effectively embedded within boutiques through thoughtful planning, field communication, training, adoption support, and follow-up.
- Collect, synthesize, and communicate field feedback, identifying risks, resource considerations, and opportunities to improve rollout and long-term adoption.
- Work closely with the Group Director of Transformation to maintain an integrated field cadence and retail calendar that considers boutique capacity, business priorities, and available resources.
- Champion change management across the region, helping boutique teams understand the purpose, value, and practical application of new initiatives.
What You Will Bring
- Deep expertise in multi-store luxury retail, including boutique operations, inventory management, operational controls, and talent development.
- Strong business acumen and the ability to interpret operational, commercial, and people-related performance data to identify opportunities, inform decisions, and drive action.
- Proven ability to influence and build trusted partnerships with senior retail leaders, boutique teams, and corporate cross-functional stakeholders.
- Demonstrated experience translating strategic priorities into clear, practical field execution—balancing business objectives, boutique capacity, and the employee and client experience.
- A collaborative, highly organized, and hands-on leadership style, with sound judgment, strong follow-through, and exceptional attention to detail.
- A continuous-improvement mindset, with a demonstrated ability to simplify processes, lead change, and strengthen consistency across a multi-boutique network.
- An unwavering commitment to CHANEL standards, with the pragmatism to create efficient, scalable solutions that enable boutique teams to perform at their best.
Position Requirements:
- Bachelor’s degree required.
- 10+ years of progressive retail leadership experience, including multi-store operations leadership; experience in performance management, planning, or transformation preferred.
- Demonstrated ability to lead through influence and partner effectively with senior retail, corporate, and cross-functional stakeholders.
- Strong business acumen, including experience with budgeting, forecasting, sales planning, headcount planning, reporting, and retail performance metrics.
- Expertise in retail operations and inventory controls, including reconciliation, cycle counts, shrink, and inventory processes.
- Strong analytical skills and proficiency in Excel, PowerPoint, and business-intelligence reporting tools.
- Proven ability to lead change, translate strategy into field execution, and manage multiple initiatives in a fast-paced environment.
- RFID knowledge preferred.
- Ability to travel up to 50%.
- Hybrid role requiring a minimum of three days per week in boutiques; candidates must reside within the Northeast Region.
Compensation:
The anticipated base salary range for this position is 138,000-170,000. Base salary is one component of the total compensation for this position. Other components [may/will] include additional compensation, benefits, and perks.
Benefits and Perks:
- Wellbeing resources include dedicated paid time off for wellbeing: 2-week August Office Closure and a Wellbeing fund
- Family and care giving benefits (inclusive of parental leave, fertility support, MilkStork, and Care.com Membership)
- Generous paid time off policies to include vacation, holiday, sick and volunteer days
- 401K and other incentives
- Robust healthcare offerings; medical, dental, vision, MDLIVE (virtual care), One Medical, Flexible Spending Accounts (Health Care & Dependent Care), Health Savings Account and Employee Assistance Program
- Life insurance, Accidental Death & Dismemberment, Short Term Disability, Long Term Disability, Health Advocate, International Business Travel Accident & Medical, and Commuter Transit & Parking
Additional Information:
Chanel is a private company whose values are grounded in creating the conditions for people to perform at their best and feel fulfilled and confident in their work. We offer a unique work environment where individuals are encouraged to better understand the brand, the business, and motivations, so that together we can unlock the possibilities of growth. This is reflected in:
Diversity and Inclusion:
- At CHANEL, we are intentional in promoting Diversity & Inclusion. We foster respect, empathy, and dignity for all. We believe strongly that the diversity of our people across the full spectrum of human differences is essential to our organisation and the connections we have with each other and our clients.
- We offer Employee Resource Groups in the US that are voluntary, open to all, employee-led groups formed around a shared identity or lived experience, whose aim is to foster a diverse, inclusive, and equitable community aligned with the values and missions of the communities they support.
Chanel Community:
- CHANEL Community empowers our employees to channel their passions, talents, and sense of purpose to contribute to and learn from our communities.
- Employees are encouraged to take time off annually to volunteer through CHANEL Community. CHANEL also matches employee donations to select charitable organizations.
Fondation Chanel:
- Since 2011, Fondation CHANEL’s mission is for women and girls to be free to shape their own destiny. Through multi-year partnerships with financial and technical support, Fondation CHANEL is committed to improving the safety and autonomy of women and adolescent girls around the world, impacting over a million women and girls in its first 10 years.
Sustainability:
- CHANEL Mission 1.5° is our climate action plan. It is focused on transforming the business in line with the ambitions of the Paris Agreement on climate change to limit the average global mean temperature increase to 1.5 degrees Celsius above preindustrial levels.
- Employees are encouraged to contribute to our US Sustainability efforts at the corporate level and within the divisions, through organized taskforces and initiatives.
Arts and Culture:
- We are committed to extending our legacy of cultural engagement. Global support includes the CHANEL Culture Fund, which supports a select group of leading art culture institutions across the globe, and the CHANEL Next Prize for the next generation of creative talent. US support currently includes Annual sponsorship of the MoMA film program, Tribeca Film Festival programs and Through Her Lens, Support of the Academy Gold Fellowship for Women and Sponsorship of the BAAND Together Dance Festival at Lincoln Center.
Career and Leadership Development:
- We have dedicated in-house teams focused on supporting the onboarding of employees, developing leadership skills via custom programs like Imagine Chanel People, Heart of Leadership and group and individual coaching, and blended online and live classes offered on our Bloom platform and by skilled trainers, such as Shape Your Career, to develop career building skills.
CHANEL, Inc. benefits and perks are dependent on eligibility and subject to modification by CHANEL at any time.
Senior Group Director, Boutique Excellence – Northeast Region
At Chanel, we are focused on creating an inclusive culture that nurtures personal growth, contributing to collective progress. We believe the uniqueness of each individual increases the diversity, complementarity and effectiveness of our teams. We strongly encourage your application, as we value the perspective, experience and potential you could bring to CHANEL.
About the Role:
CHANEL is seeking a Senior Group Director, Boutique Excellence, Northeast Region to lead the regional execution of Boutique Excellence priorities across Retail Operations, Performance, and Transformation.
Reporting to the Head of Boutique Excellence, USA, with a dotted-line relationship to the Head of Retail, Northeast, this leader will serve as the key connection between corporate Boutique Excellence teams and the regional retail organization. The role will ensure that operational standards, performance priorities, and transformation initiatives are translated into clear, practical, and consistent execution across Fashion Boutiques, lease doors, and Multi-Brand Select locations.
This leader will partner closely with regional retail leadership to strengthen operational excellence, enable data-informed decisions, support planning cycles, and ensure new initiatives are effectively embedded in the field.
What Impact You Can Create at CHANEL:
Regional Boutique Excellence Leadership
- Serve as the regional leader and primary liaison for Boutique Excellence, aligning corporate priorities with the needs of the Northeast retail organization.
- Partner with the Head of Retail, Senior Group Directors of Retail, and boutique leaders within the Northeast region to establish clear priorities, drive accountability, and enable consistent execution.
- Foster a connected regional community across Boutique, lease, and Multi-Brand Select locations, sharing best practices and strengthening consistency in ways of working.
- Translate regional feedback, business needs, and opportunities into actionable insights for the corporate Boutique Excellence team.
Retail Operations
- Lead regional operational excellence across boutique standards, inventory controls, Heart of House capabilities, asset protection, maintenance, systems, and policy adherence.
- Conduct regular boutique visits, audits, training, and coaching to identify opportunities, reinforce standards, and support continuous improvement.
- Oversee operational readiness for boutique openings, moves, closures, inventories, and key business events.
- Partner with cross-functional teams to resolve operational challenges and identify opportunities to simplify processes, improve the employee experience, and support the client journey.
- Build the capability of regional Operations leaders through hiring, onboarding, development, succession planning, and performance support.
Performance & Planning
- Partner with the corporate Boutique Excellence Performance team and regional retail leadership to drive alignment on performance management, reporting, and planning.
- Support key financial planning cycles, including annual budgets, forecasts, quarterly goal-setting, and regional performance reviews.
- Coordinate boutique-level sales allocation and support regional headcount planning in partnership with Retail, Finance, and Human Resources.
- Consolidate relevant commercial, operational, and people data to provide regional leaders with clear performance insights, risks, and opportunities.
- Monitor key performance indicators, including sales, productivity, inventory accuracy, shrink, damages, operational costs, and workforce metrics—and support action planning as appropriate.
Transformation & Field Enablement
- Partner with the corporate Boutique Excellence Transformation team to deploy strategic initiatives and new ways of working across the Northeast Region.
- Ensure transformation initiatives are effectively embedded within boutiques through thoughtful planning, field communication, training, adoption support, and follow-up.
- Collect, synthesize, and communicate field feedback, identifying risks, resource considerations, and opportunities to improve rollout and long-term adoption.
- Work closely with the Group Director of Transformation to maintain an integrated field cadence and retail calendar that considers boutique capacity, business priorities, and available resources.
- Champion change management across the region, helping boutique teams understand the purpose, value, and practical application of new initiatives.
What You Will Bring
- Deep expertise in multi-store luxury retail, including boutique operations, inventory management, operational controls, and talent development.
- Strong business acumen and the ability to interpret operational, commercial, and people-related performance data to identify opportunities, inform decisions, and drive action.
- Proven ability to influence and build trusted partnerships with senior retail leaders, boutique teams, and corporate cross-functional stakeholders.
- Demonstrated experience translating strategic priorities into clear, practical field execution—balancing business objectives, boutique capacity, and the employee and client experience.
- A collaborative, highly organized, and hands-on leadership style, with sound judgment, strong follow-through, and exceptional attention to detail.
- A continuous-improvement mindset, with a demonstrated ability to simplify processes, lead change, and strengthen consistency across a multi-boutique network.
- An unwavering commitment to CHANEL standards, with the pragmatism to create efficient, scalable solutions that enable boutique teams to perform at their best.
Position Requirements:
- Bachelor’s degree required.
- 10+ years of progressive retail leadership experience, including multi-store operations leadership; experience in performance management, planning, or transformation preferred.
- Demonstrated ability to lead through influence and partner effectively with senior retail, corporate, and cross-functional stakeholders.
- Strong business acumen, including experience with budgeting, forecasting, sales planning, headcount planning, reporting, and retail performance metrics.
- Expertise in retail operations and inventory controls, including reconciliation, cycle counts, shrink, and inventory processes.
- Strong analytical skills and proficiency in Excel, PowerPoint, and business-intelligence reporting tools.
- Proven ability to lead change, translate strategy into field execution, and manage multiple initiatives in a fast-paced environment.
- RFID knowledge preferred.
- Ability to travel up to 50%.
- Hybrid role requiring a minimum of three days per week in boutiques; candidates must reside within the Northeast Region.
Compensation:
The anticipated base salary range for this position is 138,000-170,000. Base salary is one component of the total compensation for this position. Other components [may/will] include additional compensation, benefits, and perks.
Benefits and Perks:
- Wellbeing resources include dedicated paid time off for wellbeing: 2-week August Office Closure and a Wellbeing fund
- Family and care giving benefits (inclusive of parental leave, fertility support, MilkStork, and Care.com Membership)
- Generous paid time off policies to include vacation, holiday, sick and volunteer days
- 401K and other incentives
- Robust healthcare offerings; medical, dental, vision, MDLIVE (virtual care), One Medical, Flexible Spending Accounts (Health Care & Dependent Care), Health Savings Account and Employee Assistance Program
- Life insurance, Accidental Death & Dismemberment, Short Term Disability, Long Term Disability, Health Advocate, International Business Travel Accident & Medical, and Commuter Transit & Parking
Additional Information:
Chanel is a private company whose values are grounded in creating the conditions for people to perform at their best and feel fulfilled and confident in their work. We offer a unique work environment where individuals are encouraged to better understand the brand, the business, and motivations, so that together we can unlock the possibilities of growth. This is reflected in:
Diversity and Inclusion:
- At CHANEL, we are intentional in promoting Diversity & Inclusion. We foster respect, empathy, and dignity for all. We believe strongly that the diversity of our people across the full spectrum of human differences is essential to our organisation and the connections we have with each other and our clients.
- We offer Employee Resource Groups in the US that are voluntary, open to all, employee-led groups formed around a shared identity or lived experience, whose aim is to foster a diverse, inclusive, and equitable community aligned with the values and missions of the communities they support.
Chanel Community:
- CHANEL Community empowers our employees to channel their passions, talents, and sense of purpose to contribute to and learn from our communities.
- Employees are encouraged to take time off annually to volunteer through CHANEL Community. CHANEL also matches employee donations to select charitable organizations.
Fondation Chanel:
- Since 2011, Fondation CHANEL’s mission is for women and girls to be free to shape their own destiny. Through multi-year partnerships with financial and technical support, Fondation CHANEL is committed to improving the safety and autonomy of women and adolescent girls around the world, impacting over a million women and girls in its first 10 years.
Sustainability:
- CHANEL Mission 1.5° is our climate action plan. It is focused on transforming the business in line with the ambitions of the Paris Agreement on climate change to limit the average global mean temperature increase to 1.5 degrees Celsius above preindustrial levels.
- Employees are encouraged to contribute to our US Sustainability efforts at the corporate level and within the divisions, through organized taskforces and initiatives.
Arts and Culture:
- We are committed to extending our legacy of cultural engagement. Global support includes the CHANEL Culture Fund, which supports a select group of leading art culture institutions across the globe, and the CHANEL Next Prize for the next generation of creative talent. US support currently includes Annual sponsorship of the MoMA film program, Tribeca Film Festival programs and Through Her Lens, Support of the Academy Gold Fellowship for Women and Sponsorship of the BAAND Together Dance Festival at Lincoln Center.
Career and Leadership Development:
- We have dedicated in-house teams focused on supporting the onboarding of employees, developing leadership skills via custom programs like Imagine Chanel People, Heart of Leadership and group and individual coaching, and blended online and live classes offered on our Bloom platform and by skilled trainers, such as Shape Your Career, to develop career building skills.
CHANEL, Inc. benefits and perks are dependent on eligibility and subject to modification by CHANEL at any time.
See all 97+ Green Card Group Director Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Green Card Group Director Jobs.
Get Access To All JobsTips for Finding Green Card Sponsorship in Group Director
Document progressive leadership experience carefully
EB-3 skilled worker and EB-2 advanced-degree petitions both require precise documentation of your career trajectory. Gather performance reviews, org charts, and promotion letters that show escalating scope and decision-making authority specific to group-level leadership roles.
Verify your role meets PERM wage requirements
Before accepting an offer, check the prevailing wage for Group Director under your target SOC code using the OFLC Wage Search. Your offered salary must meet or exceed the DOL's wage level, or the PERM certification will fail during the audit phase.
Search Migrate Mate to find sponsoring employers
Target employers with verified employment-based green card sponsorship history rather than applying broadly. Migrate Mate shows which companies have sponsored workers in director-level roles, so you can focus your search on organizations already familiar with the PERM and I-140 process.
Understand how PERM recruitment timelines affect your start date
Employers must complete a DOL-mandated recruitment test before filing PERM, which typically spans 30 to 60 days of active advertising. Build this into your negotiation so your expected start date doesn't conflict with your current employer's immigration compliance obligations.
File I-140 concurrently to lock in your priority date
If your employer qualifies for premium processing on the I-140, filing it immediately after PERM certification secures your priority date faster. For nationals of backlogged countries, locking in an early priority date can meaningfully affect how long you wait for a visa number to become current.
Know how AC21 portability applies if you change jobs
Once your I-485 has been pending 180 days or more, AC21 portability lets you move to a new Group Director role in the same or a substantially similar occupation without losing your place in line. Confirm the new role overlaps sufficiently under O*NET before accepting an offer.
Green Card Group Director: Frequently Asked Questions
Can a Group Director role qualify for both EB-2 and EB-3 green card sponsorship?
Yes. Group Director positions typically require an advanced degree or a bachelor's degree plus five or more years of progressive managerial experience, which fits EB-2 criteria. If the role requires only a bachelor's degree and two or more years of experience, EB-3 professional classification applies. Your employer and immigration attorney determine which category to file based on the job's actual minimum requirements, not your personal qualifications.
How does green card sponsorship for a Group Director differ from H-1B sponsorship?
H-1B visa is a temporary nonimmigrant status requiring renewal every three years, with no guarantee of permanence. Green card sponsorship through EB-2 or EB-3 results in lawful permanent residence. The process also differs structurally: green card sponsorship requires PERM labor certification filed with the Department of Labor, a prevailing wage determination, and a mandatory recruitment test before USCIS ever sees the I-140 petition. Priority date backlogs can also affect wait times for nationals of certain countries.
What does the PERM recruitment test require from an employer sponsoring a Group Director?
The employer must conduct a good-faith test of the U.S. labor market to confirm no minimally qualified U.S. workers are available for the role. This includes placing specific advertisements, documenting all applicants, and providing lawful job-related reasons for not hiring each U.S. applicant. The recruitment period generally runs 30 to 60 days before the employer can file PERM with the Department of Labor.
How do I find employers that actively sponsor green cards for Group Director positions?
Migrate Mate is the most direct way to identify employers with verified employment-based green card sponsorship history in director-level roles. Searching broadly on general job boards often surfaces roles where sponsorship is listed as a possibility rather than an established practice, which wastes time in a process that can take months even before USCIS receives anything.
If I change employers after my I-485 is pending, do I lose my priority date?
Not necessarily. AC21 portability allows you to change employers once your I-485 adjustment of status application has been pending 180 days or more, provided the new role is in the same or a substantially similar occupation. Separately, if your original I-140 was approved, that priority date can be carried over to a new employer's I-140 petition even if you change jobs before the I-485 is filed.