Manager, Human Resources

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 an Onsite Role: This role requires full-time presence at our Roanoke and Salem Virginia offices.

Overview:

We’re seeking a Manager, Human Resources, who thrives in the pace and complexity of a transforming warehouse and distribution environment – and who is deeply motivated by working directly with our frontline employees and office-based staff to create a connected high-trust employee experience. This role is ideal for an HR leader who loves being on the floor, builds credibility through presence and follow-through, wants to play an active role in strengthening the capabilities within the facility and is viewed as a trusted advisor by employees and leaders alike. This role will also be responsible for driving HR projects and change across the North America Supply Chain team.

The successful candidate brings strong judgment, integrity, and an unwavering commitment to confidentiality, strong HR execution while balancing empathy with business acumen. They approach sensitive situations with care and professionalism, fostering trust across the workforce, and shaping the future of the site through people-centered leadership – paired with a curious, forward-thinking mindset that embraces AI and emerging tools to elevate how HR works.

Responsibilities:

You’ll be a highly visible, hands-on HR partner to team members across the two facilities.  You’ll work closely with site leadership and the broader HR team to drive change, strengthen leadership capability, and ensure employees feel heard, supported, and engaged. This role offers a unique opportunity to make a direct impact on the employee experience in a fast-paced warehouse setting – reinforcing a culture of safety, accountability, inclusion, and respect – while helping both people and the business succeed together.

• Provide day-to-day HR support and coaching to both facilities across a two-shift operation.
• Manage employee relations matters, including investigations, performance management, and corrective action
• Partner and support workforce planning, recruiting, onboarding, and talent development initiatives.
• Ensure consistent application of policies and maintain compliance with all applicable federal, state, and local labor and employment laws
• Partner with Centers of Excellence (Talent, Total Rewards, HR Operations) to implement and sustain HR programs at the site.
• Champion a culture of accountability, continuous improvement, and respect across the workforce.
• Collaborate with Environmental Health & Safety (EHS) and operations leaders to reinforce a strong safety and compliance culture
• Drive employee engagement efforts, including communication, recognition, and inclusion programs that strengthen the overall work environment. Proven ability to design, deliver, and manage learning and development programs that build workforce capability and support ongoing skill growth.

Qualifications:

• Bachelor’s degree in human resources, Business, or related field
• 5–7 years of HR experience, in a manufacturing or warehouse environment
• Strong working knowledge of employment and labor laws
• Proven experience advising frontline leaders and managing employee relations issues

#LI-Onsite #LI-TF1

Revlon is unable to sponsor or transfer employment visas for this role; candidates must be legally authorized to work in the United States without current or future visa support.

The base pay range for this position is $90,000 - $110,000/ 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 bonus eligible.

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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