Design a Talent Retention Strategy for Lueur Cosmetics
Overview
What this challenge is about.
Analyze exit interviews and engagement data to design retention initiatives for a cosmetics brand, then present a costed proposal. Earn a verifiable certificate.
The scenario
Lueur is a five-year-old Paris direct-to-consumer cosmetics startup of 120 employees with a flat hierarchy, a remote-first policy, and company-wide equity, now planning to scale to 500 people within three years. Voluntary turnover sits at 25 percent annually and is concentrated in its marketing and product-development functions.
The Brief
What you'll do, and what you'll demonstrate.
Design a culturally aligned, budget-bound talent retention strategy that cuts Lueur's voluntary turnover from 25 percent to below 15 percent within twelve months.
Earning criteria — what you'll demonstrate
- Diagnose root causes of voluntary turnover by combining quantitative survey data with qualitative exit feedback
- Translate workforce data into prioritised, evidence-backed retention initiatives
- Build a defensible cost-benefit analysis that respects a hard budget constraint
- Design retention interventions that fit a flat, remote-first startup culture rather than imposing corporate structures
- Communicate a people strategy persuasively to a non-specialist executive audience
Program Fit
Where this fits in your program.
Sharpens the same skills your degree expects you to demonstrate.
Aligned coursework coming soon.
Skills
Skills you'll demonstrate.
Each one shows up on your verified credential.
- Talent Retention
Apply talent retention to solve real industry problems and demonstrate production-level capability.
- Hr Analytics
Apply hr analytics to solve real industry problems and demonstrate production-level capability.
- Strategic Hrm
Apply strategic hrm to solve real industry problems and demonstrate production-level capability.
- Cost Benefit Analysis
Apply cost benefit analysis to solve real industry problems and demonstrate production-level capability.
- Change Management
Plan and guide organizational transitions to achieve lasting adoption.
Careers
Career paths this challenge builds toward
Completing this challenge demonstrates skills that transfer directly to these roles:
HR Consultant
This challenge mirrors a core consulting engagement: turning a client's messy workforce data into a costed, culturally credible people strategy and selling it to leadership, which is exactly what advisory HR roles deliver day to day.
This challenge sharpens
- talent-retention
- hr-analytics
- cost-benefit-analysis
People Operations Lead
Scaling startups need People Operations leaders who can design retention programmes that fit a fast-changing culture. Building budget-bound initiatives and a rollout roadmap here directly rehearses that responsibility.
This challenge sharpens
- talent-retention
- strategic-hrm
- change-management
HR Analytics Specialist
The diagnosis step trains you to convert engagement and exit data into defensible findings and KPIs, the central skill of people-analytics roles that inform workforce decisions with evidence.
This challenge sharpens
- hr-analytics
- talent-retention
- strategic-hrm