Description

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, skin care, 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, Britney Spears, 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.

Purpose

As part of a collaborative Human Resources team, this position provides HR support for multiple business functions within the Oxford, NC site and provides support to other HR team members in support of overall Company and internal client business objectives. The Revlon Oxford site is a 24-hour manufacturing, distribution and warehouse site with approximately 1,000 employees.

Revlon has a long-standing reputation as a color authority and beauty trendsetter in the world of color cosmetics and hair care. We provide consumers with high quality product innovation, performance and sophisticated glamour. Our diversified portfolio of brands is sold in more than 150 countries around the world.

RESPONSIBILITIES:

HR Employee Relations

1. Advise, coach and counsel management on employee relations issues, and formulate specific measurable actions to help resolve issues, increase effectiveness, build relationships and achieve business goals.

2. Anticipate and respond to employee relations concerns. Identifies potential problem areas and works with managers to take specific actions to mitigate.

3. Drive performance management actions within client groups, ensuring that employees receive accurate and timely performance feedback. Influence managers to take appropriate and consistent performance management actions to deal with performance deficiencies in the workforce. Ensure that specific & actionable objectives are set and monitored within work groups. Help managers to identify developmental plans for their employees.

4. Participate in employee investigations in coordination with Legal, HR, Security and management as directed.

5. Maintain accurate and secure records in support of employee relations, engagement, discipline and safety processes.

HR Business Partner Support

1. Regularly meet with key functional leaders to identify organizational needs.

2. Partner with clients to develop, implement and drive workplace improvement strategies, in the form of concrete measurable actions especially related to attracting, developing and retaining employees across the organization.

3. Depending on business needs, must be flexible to occasionally address client needs on 2 nd /3 rd shifts, as required. Serve as a liaison between Corporate HR organizations and respective client groups and promote consistency in HR policies/practices within the client group.

4. Partner with Corporate HR functions, business partners and other key stakeholders to develop specific actions to ensure effective roll-out of HR programs and employee communications (e.g. goal setting, performance management, compensation planning, training). Work cross-functionally to ensure that communication is effective and timely between all client and HR functions.

5. Provide HR support for on-boarding activities to enable fast, complete induction and orientation to Revlon/role

EDUCATION:

• Bachelor’s Degree in Human Resources, Business or directly related field

• HRCI and/or SHRM certification preferred.

EXPERIENCE:

• 3-5 years of progressive HR experience required, preferably in a manufacturing environment.

• Employee relations experience required.

• Understanding of HR regulations and application of HR policies/procedures.

KNOWLEDGE, SKILLS, AND ABILITIES:

• Must be proficient in Microsoft Office applications (Excel, Word, PowerPoint); particular efficiency in Excel, i.e. pivot tables, vlookups, similar advanced user proficiency.

• Experience working with HRIS data. Demonstrated ability to learn new systems and procedures.

• Customer-focused attitude with high level of professionalism and discretion. Demonstrates ability to flex with changes within an organization.

• Ability to foster teamwork and open communication at all levels of the organization.

• Ability to work independently and the initiative to handle increasing responsibility over time.

• Ability to clearly communicate verbally and in writing.

• Ability to maintain strict confidentiality and professionalism on sensitive and privileged information.

• Ability to multitask and prioritize in a fast paced, deadline-oriented environment.

• Flexible to provide support outside of normal work hours if/when critical business issues may arise.

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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)