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Through Global Talent Discovery, Assessment & Connection
The Ropella Group | 850.983.4777 | ropella.com
Opportunity Marketing Piece (OMP)
Skill Survey(for sorting prospects)
Scorecard(for comparing interviewed candidates)
SMART Search System®
(overview)
...........................................................................................................................................................MARKET NICHE:
Cosmetic and Personal CareManufacturers
...........................................................................................................................................................POSITION NICHE:
R&D...........................................................................................................................................................JOB TITLE:
Senior Manager - Skincare Formulation
...........................................................................................................................................................CLIENT:
Jafra Cosmetics...........................................................................................................................................................
For more information contact:Eric Krause
Vice [email protected]
850-564-2853
Opportunity Marketing PieceSenior Manager - Skincare Formulation
LocationWestlake Village, CA
8100 Opportunity DriveMilton, Florida 32583
850-983-4777ropella.com
ABOUT JAFRA
COMPANYCULTURE
JAFRA Cosmetics is one of the world’s leading manufacturers of beauty products, offering a complete range
of skincare, fragrance, color cosmetics and toiletries. JAFRA creates beauty products and business opportunities that cater to all that women need, allowing them to explore, discover, reinvent and reveal their true potential. With the slogan “freedom to be you,” JAFRA celebrates the unique spirit within every woman and all the things that make her imperfectly perfect and individually beautiful.
60 years after its birth, with operations in 18 countries worldwide, JAFRA’s mission
continues to be transforming the lives of millions of women around the world. Today, JAFRA is a multilevel direct sales company with sales of over $500M.
JAFRA creates 99% of product formulations in-house with a dedicated R&D team. JAFRA’s product development philosophy is to combine the best of science and nature and bring the finest of both to Consultants and consumers, striving to ensure that every product is effective, safe and of the highest quality. The R&D team collaborates with researchers worldwide to stay up-to-date on new discoveries with the potential to positively affect JAFRA’s product line. WWW.JAFRA.COM
JAFRA QUICK FACTS
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C A L I F O R N I Ah e a d q u a r t e r s
JAFRA is building an exciting future by creating an Above & Beyond! Culture based on five key behaviors:
1. Creating the future.
2. Acting swiftly and innovatively.
3. Taking risks; being entrepreneurial.
4. Continuously raising the bar.
5. Leading and/or participating in engaged, passionate and empowered teams.
Additionally, JAFRA values people who are reliable, inspired and passionate about serving customers, developing leadership
and working together as a team. Through these values, JAFRA employees strive toward a common goal: giving women the freedom to be themselves. JAFRA is committed to making a positive impact on women around the world, allowing them to achieve financial and personal goals through a JAFRA business of their own.
The JAFRA Executive Committee is comprised of a diverse group of leaders who bring in-depth knowledge of consumer products and direct selling to the table. Each team member has a wide-ranging and unique business background with a strong belief in JAFRA’s Mission, Vision and Values.
COMPANY OVERVIEW
J a f r a C o s m e t i c s | S e n i o r M a n a ge r - S k i n c a r e Fo r m u - 2 S TAG E 1 | S M A R T ST R AT E GY & L AU N C H
SKINCARE:THE ROYAL JELLY BRAND
For over 60 years, JAFRA has been the Royal Jelly skincare expert. They have since taken this ingredient to
the next level with their Royal Jelly Ritual product line.
JAFRA's Royal Jelly Ritual brings the latest skincare innovation in one luxurious, customizable system. The 11 treatment products included in the Royal Jelly Ritual are a series of elite formulations that can be used individually or together to help strengthen the resistance of one's skin to the telltale signs of aging and environmental stressors.
The effectiveness of each of these products has been proven time and again through numerous consumer and clinical tests.
Scar Balm
Global Longevity Crème
Vitamin Infusions Spot Serum
Global Longevity Eye Crème
Global Longevity Balm
Solar Protection Fluid Broad Spectrum
Gentle Cleansing Milk
Smooth & Firm Skin Nutrients
MARKETINFORMATION
JAFRA’s worldwide product portfolio encompasses highly advanced skin care products and a rich collection
of fragrances, in addition to on-trend color cosmetics and high quality toiletries.
Applying the highest standards in research to create truly innovative formulations, JAFRA blends cutting edge science with the best nature has to offer to produce truly incredible results.
Products are developed using high-quality natural ingredients at JAFRA’s state-of-the-art Worldwide Research & Development Laboratories in Westlake Village, California.
Facial Cleansers
Revitalizing Rituals
Skin Treatments
Moisturizers
Sun Protection
Perfume & Cologne
Cosmetics
Beauty Tools
Nail Polish
Bath & Body
Deodorant
Grooming
CLICK HERE TO VIEW THE E CATALOG
Lates t P roducts
Product Ca tegor ies
PRODUCT OVERVIEW
J a f r a C o s m e t i c s | S e n i o r M a n a ge r - S k i n c a r e Fo r m u - 3 S TAG E 1 | S M A R T ST R AT E GY & L AU N C H
SENIOR MANAGER - SKINCARE FORMULATIONJAFRA Cosmetics International, Inc.
The primary function of the Senior Manager - Skincare Formulation is to manage the Research and Development process from concept to finished product for all JAFRA skin
care products worldwide. The Senior Manager - Skincare Formulation will accomplish this through training and developing staff, implementing appropriate test procedures and complying with the requirements established by the company's Strategic Business Plan.
Job Responsibilities Qualifications
• 5+ years of experience in R&D/Innovation in the cosmetics industry, preferably with both MLM companies and global leading cosmetic companies.
• Demonstrated hands-on formulation experience in cosmetics, beauty and/or skin care industry.
• Technical leadership with knowledge of cutting edge technologies, trends, chemicals and formulations.
• Significant experience leading a formulation lab and the entire R&D process with proven track record of commercial success.
• Strong capability to identify and develop innovative product concepts and formulations.
• Strong interpersonal skills.
• Strong communication skills, both written and verbal.
• Strong leadership ability to anticipate problems and implement corrective measures quickly and effectively.
• Positive and can do attitude.
• Excellent decision making ability based on overall business needs.
• Excellent computer skills.
• Bachelor's degree in Chemistry or related field is required, master's degree preferred.
• Supervise and guide R & D Skincare Formulation Laboratory Chemists for new product development and innovations.
• Provide estimated timelines, costs, regulatory concerns and other guidance in the design of new programs.
• Works cross-functionally with Marketing, R&D, Regulatory, Operations, Supply Chain and Quality Assurance throughout the development process.
• Coordinating product development and improvement processes with Marketing, Purchasing and Operations.
• Facilitates and administers technical support to all Markets for timely clearance of new products and troubleshooting as related to any existing product lines.
• Provide Technical support as needed to the Manufacturing plant.
• Actively participating in strategic product and process planning.
• Identifying big ideas for product optimization and business risk mitigation associated with ingredient markets and regulatory directives.
• Reviewing performance, promotions and salary recommendations for Laboratory staff – direct reports.
• Hire and evaluate technical professionals engaged in Skin Care product and process development activities.
• Maintain a working knowledge of new raw materials and other technology advances via literature, seminars and conferences.
• Manages and coordinates product development activities.
• Manages the execution of active new development projects.
• Other duties as assigned.
POSITION OVERVIEW
J a f r a C o s m e t i c s | S e n i o r M a n a ge r - S k i n c a r e Fo r m u - 4 S TAG E 1 | S M A R T ST R AT E GY & L AU N C H
HONGJIE CAOChief Scientific Officer
Hongjie is the Chief Scientific Officer at JAFRA. She is a transformative executive leader in R&D and innovation with 25
years of extensive experience and significant accomplishments across cosmetics/personal care, flavor/fragrance and specialty chemical industries. Hongjie has proven success in building highly function R&D teams and collaborations and delivering breakthrough technologies, new
ingredients and consumer products in leading global CPG and ingredient companies.
Before coming onboard to the JAFRA team, Hongjie had been in other senior leadership roles (VP R&D, Director of R&D, Global Technology Manager) at companies, such as Firmenich, L’Oreal, Elementis Specialties and Nu Skin Enterprises. She has her PhD in Chemistry from Brigham Young University.
HIRING TEAM OVERVIEW
J a f r a C o s m e t i c s | S e n i o r M a n a ge r - S k i n c a r e Fo r m u - 5 S TAG E 1 | S M A R T ST R AT E GY & L AU N C H
ABOUTWESTLAKE VILLAGE, CA
Westlake Village is located on the western edge of Los Angeles County, approximately 40 miles
from downtown LA. Despite its proximity to bustling Hollywood, Westlake Village itself is a quiet little community, nestled in between the Simi Hills and the Santa Monica Mountains. The city is located less than 10 miles off the coast, and this proximity to the ocean breeze helps to keep Westlake Village cool in the summer months.
Though it is a small region, the area is home to six parks: Berniece Bennett (home of the Saturday in the Park concert series), Canyon Oaks, Foxfield, Three Springs, Westlake
Community Park (home to eight acres of lighted athletic fields and a skate park) and Russell Ranch Park (named for Russell Ranch, where Gunsmoke and Bonanza were filmed). Additionally, Westlake Village Dog Park offers a gated area for dogs to play and socialize off-leash. The nearby Santa Monica Mountains also offer a number of beautiful hiking trails accessible from Westlake Village, including Chesebro Canyon, Pentachaeta, Malibu Creek State Park and Wildwood Park.
Westlake Village is home to a number of notable athletic and entertainment personalities, including: Wayne Gretzky,
Hulk Hogan, Martin Lawrence, Heather Locklear, Maureen McCormick, Will Smith and Guillermo del Toro.
Students in Westlake Village are typically served by the Conejo Valley Unified School District or the Las Virgenes Unified School District, both of which offer highly rated academic programs. There are also a number of private schools in the area, including Carden Conejo School, Oaks Christian School and Malibu Cove Private. Institutes of higher education that are near Westlake V illage include Pepperdine University, Moorpark College and California Lutheran University.
WESTLAKE VILLAGE QUICK FACTS
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L O S A N G E L E SI N T E R NAT I O NA L
c l o s e s t m a j o r a i r p o r t
L O S A N G E L E Sc l o s e s t m a j o r c i t y
U S - 1 0 1m a j o r h i g h w a y
LOCATION OVERVIEW
J a f r a C o s m e t i c s | S e n i o r M a n a ge r - S k i n c a r e Fo r m u - 6 S TAG E 1 | S M A R T ST R AT E GY & L AU N C H
WESTLAKE VILLAGE, CA HIGHLIGHTS & LINKS
City Information
• Westlake Village, CA www.wlv.org
• Greater Conejo Valley Chamber www.conejochamber.org
Shopping
• Shoppes at Westlake Village www.shoppesatwestlakevillage.com
• Westlake Plaza and Center www.shopwestlakeplaza.com
• The Promednade at Westlake www.shoppromenade.com
Arts & Entertainment
• The Stadium www.thestadiumcenter.com
• Aldabella Winery www.aldabellawinery.com
• Conejo Players Theater www.conejoplayers.org
News
• abc7 www.abc7.com/place/westlake-village
• Conejo Valley Times www.conejovalleytimes.com/news
Education
• Conejo Valley Unified School District www.conejousd.org
• Pepperdine University www.pepperdine.edu
• Moorpark College www.moorparkcollege.edu
• UCLA www.ucla.edu
Realty
• Zillow www.zillow.com/westlake-village-ca
• Trulia www.trulia.com/CA/Westlake_Village
J a f r a C o s m e t i c s | S e n i o r M a n a ge r - S k i n c a r e Fo r m u - 7 S TAG E 1 | S M A R T ST R AT E GY & L AU N C H
For more information contact:
Eric Krause Vice President
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8100 Opportunity DriveMilton, Florida 32583
850-983-4777ropella.com
Skill SurveyDirector Skincare Product Development
Name: Date:
1. Outline University Degree(s): (Please provide the Name and the Location of each Institution)
2. Outline your expertise, including years' of experience, in the research, formulation and product/application development of skin care products as well as cosmetics & beauty,.
3. Describe in detail your experience leading new product development across multiple product lines. Provide at least 3 examples of innovative product lines that you drove successfully from concept to commercial launch.
4. Share an example of a project you managed that demonstrates your ability to be highly collaborative and drive product development effectively in a cross-functional team. Please provide details of where you had to acquire buy-in and cooperation from people who are not your direct reports to successfully bring a product from concept to launch. Use this opportunity to showcase your network building, influencing and communication skills. An example involving a multicultural group would be preferred
5. What metrics did you use to decide that the project described in the previous question was a success? What other strategies do you regularly employ to decide the success or failure, as well as future room for improvement, of your projects?
6. In your current role, what percentage of your work is "in the trenches" and "hands on" as opposed to in the office or boardroom? Which do you prefer and why?
7. Outline your leadership experience including all team or group management experience. What is the largest team you have led and what were the functions of those team members?
8. Describe your leadership style including a detailed outline of the most effective methods you have found to mentor, grow and develop team members and build a cohesive team?
9. Tell us about any non-compete and/or employer restrictions that you may have. Please provide these documents for our review.
10. Are you a US Citizen? If no, what is your Visa status and provide the type of Visa that you are currently working under and any restrictions/issues our client will have to deal with.
11. If asked one of the following questions during an interview, how would you answer?Why are you considering this opportunity? (or) What motivated you to consider a job change at this time?
12. Have you ever applied, either directly or through a third party, for any role with Jafra Cosmetics International? If so what was the date of your most recent application (month/year)?
Relocation AcknowledgementAs evidenced by my initials below, I acknowledge the requirement to relocate to the Westlake Village, California area for the specific opportunity with Jafra Cosmetics International and am willing to do so if hired. I fully understand that this acknowledgment is a requirement for the interview process and states that I have already spoken with any necessary parties (i.e. spouse, significant other, children, parents, etc.) who may directly be impacted by my final decision to relocate.
Initials
References Please provide three to six references. The first priority is current and/or past supervisors, then employees, then peers, then customers (where appropriate).
Example: Bob Smith, currently - Business Director at ABC Corporation 412-123-4567, Email: [email protected]. Was Business Director, my direct supervisor, while I was a Manager at ABC Corporation.
We will NOT contact any references until after completing theinterview process and not without notifying you first.
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Our Candidate Comparison Score Card is to be completed on every candidate you have now screened as a potential fit. If you can tell that some of the candidates are probably Low level (in a superficial overview)
in comparison to others you set those aside now and just score the rest. The Score Card will help you objectively weigh all the Must Haves and even the preferences in such a way that at the end of using the Score Card process you can be pretty sure who the High plus candidates are, who the High candidates
are, and who the Medium candidates are. Then we focus on scheduling for the High Potentials.
Candidate Comparison-Scorecard Grader's Name:
Candidate Name: Grade:
Client Name: Jafra Cosmetics International Hiring Mgr:
Position: Director Skincare Product Development HR Contact:
Salary Range: 140K - 160K Candidate Base: Bonus:
Communications: L = Heavy Accent - Hard to Understand M = Accent - Understandable H = No Accent - Easy to Understand
Comment:
Attribute H/M/L Comment1. EducationH = MSc in Chemistry or related fieldM = +1/2 PhDL = N/A
2. Skin Care ExperienceH = 15+ years of experience in the research, formulation, and product / application development of cosmetics and beauty products AND 10+ years of that experience focused on skin care productsM = 10-15 years of experience in the research, formulation, and product / application development of cosmetics and beauty products with 6-10+ years of that focused on skin care products OR 15+ years of cosmetics and beauty experience with less than 10 years focused on skin careL = Less than 10 years of experience in theresearch, formulation, and product / application development of cosmetics and beauty products OR less than 6 years of experience focused on skin care products
3. New Product Line DevelopmentH = Response details the successful concept-to-launch development of 3+ innovative product linesM = Response details the successful concept-to launch development of 1-2 innovative product lines OR generally indicates involvement in the development of 3 or more innovative product linesL = Response does not indicate experience successfully guiding concept-to-launch development of innovative product lines
4. Collaborative ExampleH = Specific example that demonstrates network building, influencing, and communication skills applied to influencing stakeholders and managing cross-functional, multicultural project teamsM = Broad response that indicates some ability to network, influence, and communicate in order to gain buy-in from key stakeholders and manage cross-functional, multicultural project teamsL = Response does not indicate network building, influencing, or communication skills related to acquiring buy-in from key stakeholders and managing cross-functional, multicultural project teams
5. MetricsH = Well-defined response detailing preferred metrics used to measure success and determine room for improvementM = Broad response that suggests some knowledge of utilizing metrics systems to measure success and determine room for improvementL = Response does not suggest experience utilizing metrics to measure project success or determine room for improvement
6. Hands-On versus OfficeH = Works approximately 50/50 split between "in the trenches" and in the office, and prefers a balanceM = Work skews more heavily towards EITHER "in the trenches" or in the office, OR preference skews in one direction over the otherL = Work is EITHER 100% "in the trenches" or in the office, OR prefers to focus 100% on one
7. Leadership ExperienceH = 10+ years of leadership experience. Has managed teams of 7+ direct reportsM = 5-10 years of leadership. Has managed teams of 4-7 direct reportsL = Limited leadership experience
8. Leadership StyleH = Answer indicates a well thought out strategy for mentoring and growing a successful teamM = Broad answer indicating some leadership strategy and/or a mentoring styleL = Answer does not indicate a mentoring style of management or defined leadership strategy
9. Non-CompeteH = No relevant non-compete or non-disclosure in placeM = Has a peripheral non-compete or non-disclosure in place - could limit some activitiesL = Has a strong relevant non-compete or limiting non-disclosure
10. US CitizenshipH = No relevant non-compete or non-disclosure in placeM = Has a peripheral non-compete or non-disclosure in place - could limit some activitiesL = Has a strong relevant non-compete or limiting non-disclosure
Grading Point System:H’s = 4M’s = 3L’s = 2Bonus Points = .5
Now add up the numerical value of each grade and then divide by the total number of grades
Total Points:
Divided by 10 grades =
Avg. Grade:
Connect with us to put our people and process to pro�table use today! 850.983.4777
1 ALIGNING EXPECTATIONSRopella aligns expectations with everyone on the hiring team to ensure we’re partnering e�ciently and e�ectively. We’ve created a 3-step launch approach. Through a comprehensive Intake Interview, we 1) Discuss the hiring process, 2) Evaluate the research needed, and3) Review the overall search strategy to ensure we are all on the same page.
SEARCH PREP QUESTIONNAIREAt the beginning of each search, we conduct a comprehensive Intake Interview with the hiring team to ensure Ropella fully understands the most e�ective way to present your opportunity. This includes questions about cultural dynamics, management style and the MUST HAVES for each search. We’ll also evaluate your position description, looking for potential improvements. We then identify the preferred companies and best titles to target to be sure we are focusing on the most e�ective recruiting paths.
OPPORTUNITY MARKETING PIECE Once we understand your search, our team designs an Opportunity Marketing Piece, custom created for your speci�c opportunity, used to attract the best passive candidates. This piece is a comprehensive 6 to 12-page pitch book, �lled with what’s exciting about your organization your products and their markets, as well as a description of your culture and even yourmanagement style. It also includes your position description and a thorough overview ofthe location where the position is based.
SKILLS SURVEYWe create a custom skills and experiences application based on the MUST HAVES for your opportunity. This helps us identify and select for submission the most quali�ed A and B candidates that meet all your parameters. The C candidates are set aside.
SCORECARDWe thoughtfully score all candidates as we move through the screening and interview process. In order to help you make the right hire, we assess based on skills and experience, cultural dynamics, management style, compensation and relocation �t.
PERFORMANCE STANDARDS ASSESSMENT We can dive deep and assess past performance as well as corporate and team cultural �t with a variety of personality, communications and leadership style pro�ling tools. We also o�er pre-hire, function speci�c assessment tools, as well as on the job testing exercises.
STAGE 1 | SMART STRATEGY & LAUNCH
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The SMART Search System® has revolutionized hiring in the same way Six Sigma revolutionized manufacturing. We've invested more than 30 years researching best practices, developing our own tools and continuously improving our SMART Search System® . We provide our clients precise and predictable hiring results unparalleled in the search industry.
“LIKE SIX SIGMA FOR EXECUTIVE SEARCH”
®
Through Global Talent Discovery, Assessment & Connection
Real. Expert. Advice. With over 30 years of recognized search experience, Patrick Ropella knows how to �nd and recruit the right talent.
Patrick, Thank you for all that you and Ropella do for Dow. The processes and systems you have applied (from The Right Hire) while working with Dow have proved very valuable over many years of service.
Andrew Liveris, Chairman and CEO, Dow Chemical
Patrick Ropella's current book, The Right Hire, gives us proven principles and focused strategies to identify, attract, motivate and measure talent in any �eld. If you need relief fast, read and put into practice what's in this book.
Gerry Roche, Sr. Chairman, Heidrick & Struggles
®
RECRUITINGWe run comprehensive recruiting campaigns to source, target and recruit the right candidates. We then submit the best candidates and schedule interviews as we help cultivate relationships between our clients and candidates.
INTERVIEWSWhile you’re interviewing and evaluating your �rst slate of candidates, Ropella continues to recruit, building an additional slate of optional candidates, so we don’t lose momentum and experience unnecessary time delays. We also use SPARK HIRE video interviews to improve assessment.
CANDIDATE INTERVIEW DEBRIEFAfter each interview, we debrief with each candidate to ensure the opportunity continues to be the right �t for their career.
HIRING TEAM DEBRIEF After each interview, we debrief with the hiring team to discuss each candidate as we continue to move through the interview and �nal selection stages.
REFERENCES & BACKGROUND CHECKS We o�er a variety of reference checking options. CHECKSTER is a unique and highly productive web-based tool we prefer to use on most searches.
COMPENSATION BENEFITS & RELOCATION ASSESSMENT Our proprietary Compensation Comparison Calculator merges the variety of complex compensation factors into one document. This allows for easy comparison of current and competing o�ers, to ensure you don't lose the perfect candidate to any competitor.
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STAGE 2 | SMART RECRUITING & INTERVIEWING
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STAGE 3 | SMART HIRING & ONBOARDING
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Compensation Calculator
Offer Recommendation OverviewOffer Recommendation OverviewThis chart compares Offer A (outlined on the next page) to the candidate's current compensation package.
Green indicates areas in which the offer would improve the candidate's position.
Red indicates areas in which the offer does not meet the candidate's current compensation package.
Blue indicates areas in which the offer and the candidate's current compensation package are the same.
Annual Base Salary +12%
Bonus +100%
401K Equal Equal
Medical Insurance (Out-of-Pocket)
+157%
Paid Time Off Equal Equal
�Candidates Current Compensation & Benefits
Offer & AcceptanceOffer & AcceptanceStrategyStrategy
SalarySalaryScenariosScenarios DetailsDetails
A) Salary negotiator can accepton candidate's behalf
$145,000 MacDermid offers a base of $145,000 and 4 weeks of vacation. An offersalary of $145,000 equates to a 12.5% increase over Steve's current salary.A package at this level would get an immediate acceptance from Steve, andwe can go ahead and set a start date.
B) Salary that would still beconsidered viable
$140,000 MacDermid offers a salary of $140,000 and 4 weeks of vacation. An offersalary of $140,000 equates to a 8.5% increase over Steve's current salary. Apackage at this level would still be attractive to Steve, and still showsMacDermid's commitment.
C) Salary candidate will likely walkaway from
$135,000 MacDermid offers an absolute minimum salary of $135,000 and 4 weeks ofvacation. An offer salary of $135,000 equates to a 4.5% increase overSteve's current salary. A package like this would have Steve askingquestions about MacDermid's interest in him.
Notes About Offer RecommendationNotes About Offer Recommendation
Cost of Living
The Ropella Group | 850.983.4777 | ropella.com
