Senior Manager, Human Resources - North America Commercial Teams (18-Month Contract Role) New Missis

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 Mississauga, Ontario office 3 days per week and may work remotely the remaining days
OVERVIEW:We are seeking a dynamic, strategic, and execution-focused HR Business Partner to support the Canada & US Sales/Commercial organization while partnering closely with leaders across the North America organization. This 18-month contract role is designed for an experienced HR professional who can quickly assess organizational needs, identify opportunities, develop practical recommendations, and lead implementation efforts that strengthen culture, engagement, leadership effectiveness, talent development, and retention.
The ideal candidate thrives in a fast-paced and evolving environment, brings an AI-forward mindset and practical experience with AI-enabled or emerging digital tools, and visibly models effective, responsible use for others. They build trust quickly, anticipate issues, balance strategy with hands‑on execution, and help accelerate adoption of new tools and ways of working across HR, Commercial, and partner teams. This individual will serve as an approachable advisor to leaders and employees across multiple locations, helping build strong, engaged, and high‑performing teams both remotely and in person.
This role requires a strong understanding of business operations, organizational effectiveness, talent management, employee relations, and change leadership. The successful candidate will translate commercial priorities into actionable people plans, establish clear measures of success, and drive implementation through completion.
Working closely with Sales leadership and the broader HR team, this role will help shape the employee experience by improving engagement, strengthening culture, supporting career development, enhancing organizational capability, and increasing retention. The successful candidate will bring sound judgment, integrity, project management discipline, and an unwavering commitment to confidentiality.
MAJOR DUTIES:This position is accountable for strategic partnership and disciplined execution across the following areas:
Strategic HR Partnership:
Build strong, trust‑based relationships with Sales leaders and employees across Canada and the United States. Serve as a trusted advisor and coach on organizational effectiveness, talent, leadership, employee relations, team dynamics, and workforce planning. Translate commercial priorities into practical people strategies and action plans.
Employee Engagement & Culture:
Assess engagement results, employee feedback, retention trends, organizational climate, and team effectiveness. Conduct listening sessions and organizational assessments, then design and implement plans that improve employee experience, connection, accountability, and organizational health across geographically dispersed teams.
Organizational Effectiveness & Transformation:
Evaluate structures, ways of working, and people processes. Develop recommendations, implementation roadmaps, and project plans that improve collaboration, communication, and business performance. Lead change initiatives through design, communication, implementation, and adoption.
Talent Development & Career Frameworks:
Identify capability gaps and future talent needs;
support talent reviews,succession planning, performance management, and workforce planning. Assess and enhance career progression, job architecture, and leveling approaches, and develop practical tools that improve development, career transparency, and internal mobility.
Leadership Coaching:
Coach leaders at multiple levels on talent management, communication, performance, change leadership, employee development, and complex organizational or employee situations. Strengthen leadership capability through practical coaching, development planning, and ongoing support that encourages curiosity, thoughtful questioning, active listening, constructive challenge, and continuous learning to deepen business understanding and improve decision‑making.
Change Management & Communication: Develop change strategies, communication plans, and stakeholder engagement approaches that increase understanding, adoption, and leader ownership during periods of change and ambiguity. Foster curiosity by creating space for questions, feedback, experimentation, and reflection so leaders and teams can challenge assumptions, learn quickly, understand the business impact, and adapt new ways of working.
Project & Program Management: Lead multiple HR and organizational initiatives simultaneously. Establish timelines, milestones, accountability measures, and success metrics;
monitor progress;
remove barriers;
and adjust plans as business needs evolve.
Talent Acquisition & Retention: Partner with Talent Acquisition and business leaders on hiring and workforce plans. Identify retention risks and implement targeted solutions that strengthen employee commitment, organizational capability, and bench strength. The role may also support other projects, initiatives, and ad hoc business priorities as needed.
KNOWLEDGE, SKILLS & ABILITIES:
Strategic Business Partner:
Demonstrated ability to understand business operations and translate priorities into practical people strategies, recommendations, and action plans.
Proactive Problem Solver:
Anticipates issues, identifies root causes, exercises sound judgment, and drives sustainable solutions through execution.
Project Management Expert:
Proven ability to build roadmaps, manage complex initiatives, establish priorities and ownership, and deliver measurable results.
Culture & Engagement Champion:
Experience assessing organizational climate and implementing initiatives that improve culture, retention, connection, and employee experience.
Change Management Leader:
Strong ability to guide organizations and leaders through transformation, ambiguity, and sustained adoption.
AI-Forward Leadership:
Brings practical experience with AI-enabled and emerging digital tools;
models responsible, effective use;
and helps leaders and employees build confidence through experimentation and continuous learning. Serves as an adoption catalyst by sharing practical use cases, reinforcing new ways of working, and helping other teams apply AI to improve productivity, decision‑making, and the employee experience.
Talent Development Specialist: Experience with talent programs, career frameworks, job architecture, leveling, succession planning, and leadership development.
Leadership Coach: Skilled at influencing, coaching, and developing leaders at varying levels of experience and leadership maturity.
Relationship Builder: Establishes credibility, trust, and engagement with employees and leaders in both remote and in‑person environments.
Data‑Informed Decision Maker: Uses data, trends, employee feedback, and organizational insights to shape recommendations and measure progress.
Confident Communicator: Excellent verbal, written, presentation, facilitation, and stakeholder‑management skills.
EDUCATION & EXPERIENCE:
Bachelor’s Degree in Human Resources, Organizational Development, Business, Psychology, or a related field;
equivalent relevant experience may be considered.
8+ years of progressive Human Resources experience, including significant HR Business Partner experience.
Experience supporting Sales, Commercial, Retail, Consumer Products, or similarly fast‑paced client groups strongly preferred.
Demonstrated success assessing organizational needs and implementing engagement, culture, talent, retention, and organizational effectiveness initiatives.
Experience developing or implementing career frameworks, leveling structures, talent management, or leadership development programs.
Strong change management and project management experience, including support for geographically dispersed teams.
Knowledge of Canadian employment legislation required;
familiarity with U.S. employment practices preferred.
HR certification preferred.
#LI-TF1 #LI-Hybrid
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 C$ 130,000.00 - C$ 140,000.00 / 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.
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.
As set forth in Revlon Corporate's Equal Employment Opportunity policy,we do not discriminate on the basis of any protected group status under any applicable law.
For government reporting purposes, we ask candidates to respond to the below self‑identification survey.Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiringprocess or thereafter. Any information that you do provide will be recorded and maintained in aconfidential file.
If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection.As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measurethe effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categoriesis as follows:
"disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs;
or a person who was discharged or released from active duty because of a service‑connected disability.
"recently separated veteran" means any veteran during the three‑year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.
"active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.
"Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.
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