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 2x days per week and may work remotely the remaining days
Job Overview
We’re looking for a powerhouse operator with a strategic mind and a bias for action. As Manager, HR Operations, you’ll be the right hand to the Senior Director of HR Operations—driving clarity, momentum, and results across high-impact HR programs. You’ll bring sharp business acumen, a love of structured problem-solving, and the finesse to manage cross-functional efforts that turn strategy into reality. Please note that this is a temporary role with an assignment length of 1 year
Responsibilities
You’ll be the connective tissue in the HR function between strategy and execution—ensuring that what matters most gets done, and done well.
Program & Project Management
- Drive end-to-end execution of strategic programs and projects within the HR function, from planning through delivery.
- Translate business unit vision into actionable roadmaps, timelines, and measurable outcomes.
- Track progress, remove roadblocks, and ensure accountability across stakeholders.
- Develop detailed project plans, timelines, and resource allocations to ensure programs stay on track and on budget.
- Monitor risks, dependencies, and milestones—proactively resolving issues and escalating when needed.
- Facilitate working sessions, steering committees, and stakeholder updates when needed.
- Establish and maintain operating cadences that keep teams aligned and focused.
Cross-Functional Collaboration
- Coordinate with other teams and other functions when interdependencies are identified to ensure seamless execution of initiatives.
- Influence without authority to align diverse teams around shared goals, timelines, and outcomes.
- Build trusted relationships across the organization to drive collaboration, remove barriers, and accelerate decision-making.
Change Management & Communications
- Develop and execute change management strategies to support project efforts.
- Craft clear, compelling HR communications that drive understanding and engagement.
- Engage with the appropriate stakeholders to align on change plans.
Who You Are
You’re a strategic operator with a knack for making the complex feel simple. You thrive in ambiguity, love connecting dots, and know how to get things done—without needing a big team behind you.
- A systems thinker who can zoom out to see the big picture and zoom in to manage the details.
- A trusted partner to leaders, with the executive presence to influence without authority.
- A natural project manager who brings structure, clarity, and momentum to everything you touch.
- A connector who builds bridges and drives alignment within and across diverse teams.
- Curious, resourceful, and energized by solving problems.
- Obsessed with timelines, deliverables, and making things happen.
Qualifications
- 5-7 years of progressive HR experience, including HR operations, project or program management, strategy, or consulting.
- Proven success leading complex, HR projects in a fast-paced environment.
- Deep expertise in project management tools, methodologies, and best practices.
- Experience with change management frameworks and tools.
- Exceptional written and verbal communication skills.
- Proficiency in tools like Microsoft Teams, PowerPoint, Excel, and project management platforms (e.g., Smartsheet, Asana, or equivalent).
- Bachelor’s degree required; MBA or equivalent a plus.
#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 $105,000.00 - $130,000.00 / 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.
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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