Director - Human Resources - Revlon - New York

Job description
The HR Director is responsible for leadership, management and administration of Revlon’s HR and business strategy as a key business partner to the EVP and GM. The Director serves as a key member of the Global Human Resources Leadership Team and is directly accountable for the successful HR oversight of assigned client groups.

The Director is responsible for providing concrete, timely and value-added human resources generalist services in support of key organization and business objectives to include but not limited to: organizational effectiveness, organizational development, employee relations, performance management, compensation, recruitment, succession planning, development planning, monitoring and addressing morale, work climate and leadership effectiveness issues and accuracy, clarity and timely delivery of all employee communications.

Functional responsibilities include:

• Understanding the business clients’ strategies and their organization (leadership and structure); fostering synergy between the Operating Framework and corporate activities or initiatives.

• Determining the HR needs in the areas of organization design, staffing, performance management, succession planning, development planning and communication.
• Developing and implementing clear, concrete and specific written action plans and communication plans with deliverables and timelines.
• Accountability for the timely execution of all deliverables.

1. Strategic Business Support
Responsible at all times to know and understand the Company's business strategy and provide practical, business-oriented HR counsel and services in support of that strategy. Is responsible for providing HR guidance and strategic business support in the form of concrete measurable actions to client groups and to functional peers. Provides support in making appropriate business decisions. Leads the assessment of organizational and employee impacts of potential business decisions in assigned client groups.

2. Workplace Improvement Strategies
As a business partner with client groups, develops and implements workplace improvement strategies. Drives resolution of organizational effectiveness issues, including team and leadership development, organizational design, workforce analysis and planning, business process improvement and departmental restructuring. Regularly meets with key functional leaders to identify organizational needs. Develops and is accountable for implementation of specific actions in support of business initiatives in assigned client groups.

3. Staffing
Works collaboratively with the Global Recruiting function and is accountable to assigned client groups for timely development of job authorization process for open positions, ensuring that positions are within budget and that job descriptions are updated and evaluated by Compensation, if necessary, prior to the commencement of the recruiting process. Partners with the recruiting function and establishes specific expectations regarding anticipated hiring needs to ensure that high caliber candidates are brought into the organization, meeting client and organizational expectations. Directs on-boarding process for all new hires in assigned coverage area.

4. Employee Relations
Advises, coaches and counsels line management including assisting in preparation of written action plans and performance improvement plans on employee relations issues. Formulates concrete and specific measurable actions to help them resolve issues, increase effectiveness, build relationships and achieve business goals with the primary focus on improving the overall organizational effectiveness to achieve the Company's business plan. Anticipates and responds to employee relations concerns. Identifies potential problem areas and works with managers (and Legal where necessary) to take specific actions to mitigate. Resolves issues in a manner consistent with global HR policy.

5. Performance Management
Ensures that performance management is conducted in a relevant and quality manner, on time throughout all client groups and that all managers are trained or coached on performance management each year. Drives performance management actions, ensuring that employees receive accurate and timely performance feedback. Influences managers to take appropriate and consistent performance management actions to deal with performance deficiencies in the workforce. Ensures that SMART objectives are set and monitored within workgroups. Helps managers to identify developmental plans for subordinates, which enable them to improve critical skills for current and future job responsibilities. Ensures all performance management actions are completed and objectives are set in a timely fashion. Ensures performance management scorecard is complete and metrics provided for assigned client groups within established timelines. Review completed performance management forms within established QA guidelines to ensure quality and substance. Drive results globally for action items identified through annual post mortem exercise.

6. Compensation
Works collaboratively with the Compensation function to develop specific actions to ensure that all compensation programs are effectively administered within authorized budget and timeframes, including annual merit pay process, bonus plans, incentive plans, job grading and evaluation processes, new hire offers, retention issues, and equity concerns. Ensures client groups review, submit and administer bonus, merit and long term compensation programs in a timely manner. Assists client groups as necessary to ensure this accountability is met.

7. HR & Corporate Policy
Promotes consistency of HR policies/practices within the organization. Provides policy interpretation for managers and employees, acting as liaison where necessary to Revlon employees to answer general policy and organizational questions. Recommends new approaches, policies and procedures to affect continual improvements in efficiency of the HR department and services performed. Manages compliance efforts for code of conduct and other regulated human resources and workforce regulations.

8. Organization/Employee Development
Partners with management in assessing talent and developing/updating succession plans with specific actions and key developmental needs identified for critical positions/employees. Conducts and coordinates training for performance management, succession planning, and coaching and development as needed. Assesses training and development needs for employees and work groups, and develops effective written development activities in conjunction with clients and in budget. Presents recommendation to VP HR for review and approval.

9. HR strategic priorities and projects
Assists the entire global HR organization, particularly during peak periods, but also when needed to support the strategic priorities of the HR Department and the Company's business strategies. Demonstrates leadership and teamwork within and outside the HR department in handling assigned responsibilities and activities. Demonstrates leadership in performing assigned responsibilities, as well as suggesting improvements in current HR practices.

Desired Skills and Experience
• Demonstrated high level of business acumen and knowledge of human resources best practice.
• Strong HR business partnering capabilities; ability to create effective and productive work relationships.
• Demonstrated ability to work effectively and accurately in a fast-paced and complex global organization with a sense of urgency.
• Action-oriented; demonstrated history of delivery of concrete HR services in a wide range of areas to client groups (not in a “consultant” capacity, in an accountable capacity).
• Strong analytical, editing and problem solving skills.
• Able to provide hands-on HR support for both tactical and strategic business issues.
• Strong organizational and project management skills.
• Strong strategic thinking skills.
• Flexible and capable of providing leadership in a fast-paced team environment.
• Demonstrated ability to be both creative and detail-oriented in ambiguous situations.
• High level of accountability for results.
• Strong execution and planning skills; the ability to establish work plans and drive and deliver actions against such plans in a concrete and timely fashion.
• Very strong oral and written communication skills and the proven ability to communicate effectively.

BS/BA in HR/Industrial Relations/Business or other relevant field, or equivalent work experience;
MBA or advanced degree in relevant field desirable
PHR/SPHR designation or equivalent a plus

Minimum Years’ Experience Required: 10+ years

Enter your email address:

Refer This Job To Your Friends And Help Them To Find Jobs!