Head of Merchandising The people. The style. The energy. The character. It’s hard not to be inspired by the UK Capital. That’s where Radley was born with a passion for artisan-made handbags, footwear and accessories. We put fashion in functional, with every piece made to last and put a spring in your step. Whether strutting through the streets of Soho, or on the school run. We know leather. It’s in our DNA. And we never stop striving to set a new standard for quality. Every Radley design is made with expert care. Do you hear that smooth glide of a zip? We consider every detail and our teams all play a part. How will you contribute to Radley? The Head of Merchandising will be responsible for overseeing the product strategy, assortment planning, and execution of our merchandising initiatives. This role requires a strategic thinker who can blend data-driven insights with creativity to deliver collections that meet both customer needs and business goals. You will collaborate cross-functionally with design, buying, marketing, sales, and supply chain teams to ensure product launches and assortments are aligned with market trends, sales targets, and the brand’s overall vision. This is a hybrid working role, with three days in our London office and two days working from home. Role & Responsibilities Strategic planning: You will develop and execute the merchandising strategy in line with the brands growth objects, ensuring all channel and product strategies align to deliver the Company growth plans. This role will also require you to manage the Company WSSI, ensuring budgets and forecasts for all KPI's are met. Product Assortment: Partnering with Buying & Sales, you will lead the creation of seasonal product assortments, including category mix, pricing strategies and SKU rationalization to optimise profitability and market share. You will also be partnering with the Design, Buying and Product Development Teams to influence the product lifecycle, ensuring that the collections align with the brand's vision, price points and customer demand. Inventory Management: You will be responsible for planning the Company inventory, including intake margin, ensuring goals are met in line with Investor expectation. You will partner with Supply Chain teams to provide factory load planning and ensure stock is optimised in both Distribution Centres. Financial Accountability: You will drive sales, margin and inventory turnover goals by setting clear merchandising strategies that meet financial targets whilst effectively managing OTB and margin across a multi-channel and multi-product business. You'll need to lead weekly trade meetings, providing an accurate and robust view to communicate to the business. Visual Merchandising & Retail Strategy: You will be able to collaborate with Retail and E-Commerce teams to ensure visual merchandising and in-store displays align with product launches and overall brand strategy, driving customer engagement and sales. Team Leadership: You will be managing, mentoring and developing a high performing merchandising team, fostering collaboration and innovation across the department. You will be ensuring that all deadlines and tasks are met to further support the efficient running of the Merchandise function. Skills Bachelor's degree in Merchandising, Business, Fashion or a related field. 8 years experience in merchandising, with a proven track record in a leadership role, preferably in the fashion/retail industry Strong understanding of product development, retail, and e-commerce merchandising Demonstrated ability to analyse data, forecast trends and drive decision-making based on insights Experience of managing department P&L, including travel and payroll budgets Excellent leadership and team management skills, with the ability to work cross-functionally in a fast paced environment High proficiency in merchandising systems, inventory management tools and financial planning via Excel Results orientated mindset with the ability to drive strategy and execute tactically Advanced Excel skills are preferable Problem solving through cross functional relationship management Benefits & Perks Enhanced annual leave (incl. holiday buy) Sickness Pay Life Assurance Cover Virtual GP Healthcare Cash Plan of up to c.£900 per year Employee Assistant Programme Wellbeing App (Thrive) Company Bonus Product Discount (up to 60%) Time in Service Rewards Sample Sales Special Occasion Gifts Cycle to Work Scheme Electric Vehicle Scheme Season Ticket Loan Bonus Scheme __________________________________________________________________ At Radley we are on a journey to create, promote and live an inclusive culture. Ever inspired by the women around us, changing their world in ways big and small – including their commitment to social equity. We are actively working to make impactful changes across our business to become diverse and celebrate one another’s differences, we encourage a supportive and open environment for anyone that steps through our doors at our Service Centres, Distribution Centre and Stores across Europe and the US. We know that diversity in a business only makes it stronger, so our People Team and Recruiting Managers are clear on how to conduct an inclusive recruitment campaign for their vacancies - our job posts always go through a gender-bias decoder before going live, we will always consider alternative inclusive job boards, and we will remain open to considering flexible working options and promoting our flexible approach to working hours for all colleagues future and existing. We won’t ask for specific qualifications unless it’s absolutely critical to the success of the role and we already actively participate in external schemes to bring in future talent from diverse backgrounds. We are Proudtobe Radley __________________________________________________________________ We are proud to offer a competitive and ahead-of-the-curve remuneration and benefits package, some of which we share here. If you are shortlisted as having some of the skills we’re looking for in this role then we’ll openly share our salary banding with you ahead of moving forward with any next stages. For some time, we have actively stopped asking candidates their salary expectations at interview where it isn’t necessary to do so, we want to pay an individual for the job based on their experience and ability and not limit some groups from undervaluing their ability.