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Senior Manager, Human Resources

New York, New York

At Revlon, we create beauty innovations for everyone that inspire confidence and ignite joy every day.

Breaking beauty boundaries is in our company’s DNA. Since its game-changing launch of the first opaque nail enamel in 1932 (and later, the first long-wear foundation), Revlon has provided consumers with high-quality product innovation, performance, and sophisticated glamour. Elizabeth Arden made waves as a woman-led beauty company in the 1920s. In 1931, Almay became the original hypoallergenic, fragrance-free beauty brand.

Today, Revlon resiliently continues its legacy as a leading global beauty company. Our diverse portfolio—which consists of some of the world’s most iconic brands and product offerings in color cosmetics, skincare, hair color & care, personal care, and fragrances—is sold around the world through prestige, professional, mass, and direct-to-consumer retail channels. These brands include Revlon, Revlon Professional, Elizabeth Arden, Almay, American Crew, CND, Cutex, Mitchum, Sinful Colors, Creme of Nature, Christina Aguilera, John Varvatos, Juicy Couture, Ed Hardy and more.

We honor our heritage, embrace change, and applaud diversity. We champion our employees and celebrate our consumers.

We are Revlon, together, transforming beauty.

This role is a Hybrid Role: Employees are expected to work from our New York, NY office - 3 days per week and may work remotely the remaining days

 

Position Overview: 

We are seeking a dynamic and strategic HR Business Partner to support our Marketing teams located in the US.  The ideal candidate thrives in an environment where they can build strong relationships, proactively solve problems, and implement initiatives and solutions to enhance culture and people.

The Sr. Manager, Human Resources Business Partner will be a critical & key partner to the Marketing & Creative teams.  This individual will have an opportunity to shape the employee experience and culture while also having fun learning the beauty business and how we go-to-market.

This role requires a deep understanding of business operations with the ability to drive people initiatives that align with our brand and Marketing objectives.  In your day-to-day, you will have an opportunity to advise leaders, managers, and employees at various levels, to enable the business and their teams to develop Revlon’s talent, culture, and team. 

This role is part of a collaborative HR team, operating in a hybrid working model.  Like the businesses that you will support, you will have an impact on a diverse audience, enabling you to further develop as an HR professional.

Major Duties:

This position is responsible for delivery of concrete, strategic and tactical outputs, including human resources business partners services, coaching & employee relations, compensation recommendations, process improvements, performance management, training/learning and development, talent acquisition support, succession planning, monitoring & identifying culture & work climate opportunities, while delivering a wide range of human resource services in support of key business objectives.

Responsibilities to include:

  • Relationship Building: Develop and maintain strong, trust-based relationships with leaders and team members. Act as trusted advisor and coach to managers and employees on any people related matters. While fostering a collaborative and inclusive work environment.
  • Proactively Problem Solve: Identify and address people issues before they escalate. Provide strategic support in areas such as talent management & development, performance management, and employee relations. Analyze HR metrics and trends to develop proactive solutions.
  • Navigate Ambiguity: Thrive in a fast-paced, ever-changing environment. Adapt people strategies to meet the evolving needs of the business. Provide guidance and support in change management and transformation.
  • People Strategy & Execution: Partner with Brand & Creative leaders to develop and implement talent plan and people priorities and initiatives that support business goals. Drive initiatives related to employee engagement, retention, and development. Ensure compliance with local labour laws and regulations.
  • Talent Management: Support the recruitment and on-boarding process for Marketing related roles working collaboratively with Revlon’s Talent Acquisition team and business. Develop and implement talent development programs (e.g. career pathing, rotation) to enhance employee skills and career growth. Facilitate talent review, succession planning, performance reviews, and workforce planning efforts.
  • Culture Driver: Work with leaders in their communication and team dynamics in order to build high-performing teams that align with Revlon’s culture and values. Maintain pulse of organization opportunities for improvement including ways for working.

There will be other projects, initiatives, and ad-hoc requests that this role would have an opportunity to be involved with or help manage.

Knowldge, Skills & Abilities:

  • Jack of All Trades: High level of business acumen with deep expertise in functional areas of Human Resources with ability to understand business needs.
  • Proactive Problem Solver:  Action oriented with ability to actively listen, assess root cause or problem and provide potential solutions to solve & execute them.  Have both a strategic and execution-oriented mind-set.
  • Multi-tasking Maven:  Ability to be flexible and adaptable while balancing multiple priorities and prioritize with strong sense of accountability & customer-service mindset for client groups
  • Project Management Guru:  Ability to help create and improve processes while helping create structure to deliver in a clear and timely fashion.
  • Modern People Connector:  Able to develop ways to build relationships & trust in-person and remote
  • Constant Learner:  Keeps up to date in HR & Employment Law with familiarity of employment law across US.
  • Confident Communicator: Strong verbal & written communication skills, with proven ability to communicate effectively.  Ability to guide others in establishing best in-class communication and change management framework and plans.
  • Mindful & Demure: Has a strong sense of urgency, can create calm for others, and be both create and detail-oriented in order to be adaptable in navigating a fast-paced team environment. 

Education and Experience:

  • Bachelor’s Degree in Human Resources Management or related discipline and/or equivalent work experience.
  • HR Certification (SHRM or HRCI) certification preferred.
  • 7+ years of experience preferably in CPG, fashion, or retail.

#LI-TF1  #LI-Hybrid

The base pay range for this position is $130,000 - $140,000 / year; however base pay offered may vary depending on skills, experience, job-related knowledge, and geographic location. Certain positions may also be eligible for short-term incentives as part of total compensation.

This role is eligible for an annual bonus based on company performance.

Employees (and their families) are eligible for medical, dental, and vision benefits. Employees are covered by the company-paid basic life insurance policy and company-paid short-term disability insurance (the benefit commences upon hire and allows for a portion of base salary for up to 26 weeks if you are disabled). Other benefits offered to employees include but are not limited to the following: long-term disability, supplemental life insurances, flexible spending accounts, critical illness insurance, group legal, identity theft protection, etc. Employees are also able to enroll in our 401k Retirement Savings Plan.

Employees will also receive 3 weeks of vacation, pro-rated based on date of hire for the 1st year of employment and twelve paid holidays throughout the calendar year. Vacation will depend on role.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)

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