Senior Manager, Human Resources - North America Commercial Teams (18-month Contract Role)

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 maturi