L'Occitane reviews

- Less or no trainings for the new hires & leave them open or close the stores without any help. - Unfair bonus. Some managers didn't put much effort & still get their bonuses because of their hard-working associates. - Some managers tended to steal other associates' sales. - Unsure if the HR dept. check people's background before they hired the person. There are a few dishonest people worked there.

12AL+1 birthday leave, only 1 day WFH per week, low salary compared to market The financial year starts on 1 April and ends on 31 March. Employees would receive discretionary bonus in July, i.e. 3 months after the year end date. The company's SAP system primarily serves for monthly closing tasks. Many reports require manual copying and pasting, involving a lot of manual adjustments. SAP is not available for certain brands and countries, resulting in common data misalignment issues. The finance team bears the responsibility of locating any errors and promptly informing the IT or BI team to rectify the situation. Retail stores of key brands use Cegid for sales data transmission while some newly acquired brands require the finance team to manually upload monthly sales figures. This inconsistency in data transmission methods adds to the workload and potential errors. Poor and inadequate IT support and reliance on manual work, as the internal systems are unreliable. This deficiency means that finance team would spend additional time on manual work to bridge the gap and rectify the errors. It is worth noting that the company has reduced IT permanent headcounts while expanding the HR department, exacerbating the IT support issue. In the past three years since the outbreak of Covid, the company's Hong Kong office has not replaced middle to senior management positions across all departments after they left the company. This absence of replacements may be attributed to cost-saving measures, potentially impacting the efficiency and effectiveness of various teams.