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 an Onsite Role: This role requires full-time presence at our Oxford, NC office.

Overview

The HR Director is responsible for leadership, management, and administration of Revlon’s HR and business strategy as a key business partner to the Supply Chain (manufacturing, distribution/warehouse; engineering/quality; planning) and HR support for other corporate functional leaders (IT, Finance, R&D) at the Oxford, NC site. The Director is directly accountable for the successful HR oversight of assigned client group and demands a proactive approach to addressing HR challenges and delivering impactful solutions that align with Revlon's strategic goals.

The Director Provides Concrete, Timely, And Value-added Human Resources Partner Services In Support Of Key Organization And Business Objectives, Including But Not Limited To

Organizational effectiveness and development
Employee relations and performance management
Compensation, recruitment, and succession planning
Development planning and monitoring morale
Compliance, employee safety/wellness, and work climate
Leadership effectiveness and employee communications

Key Responsibilities

🧭 Strategic HR Partnership: Act as a trusted advisor to business leaders, aligning talent strategies with organizational goals and driving measurable, business-oriented HR solutions.

🏗️ Organizational Design & Workforce Planning: Lead initiatives in org design, workforce analysis, and departmental restructuring to improve team effectiveness and support growth.

📊 Data-Driven Insights: Deliver timely, relevant reporting and analysis on headcount, performance, and talent trends to inform strategic decisions.

👥 Talent Acquisition & Onboarding: Collaborate with Recruiting and Compensation to ensure timely staffing, accurate job design, and seamless onboarding experiences.

🔄 Performance & Development: Champion performance management processes, coach leaders on feedback and development planning, and ensure SMART objectives are set and tracked.

🤝 Employee Relations: Provide proactive guidance on employee relations issues, helping managers resolve challenges and build high-performing teams.

💬 Policy & Compliance Leadership: Promote consistency in HR policies and practices, ensuring compliance with corporate standards and workforce regulations.

🛡️ Health & Safety Oversight: Manage site-level health and safety programs, including COVID-19 protocols, reporting, and continuous improvement efforts.

📈 Succession & Capability Building: Partner with leaders to assess talent, build succession plans, and deliver targeted development initiatives for critical roles.

🌍 Global HR Collaboration: Support enterprise-wide HR priorities and contribute to continuous improvement across global HR processes and practices.

Who You Are

You’re a pragmatic and results-driven HR leader who combines strategic insight with hands-on execution. You bring deep business acumen, a strong command of HR best practices, and the ability to operate with urgency and precision in complex, fast-paced environments.

Trusted Partner – You build productive relationships across all levels, with a proven ability to deliver—not just advise.
Strategic & Tactical – You think big but act decisively, supporting both long-term planning and day-to-day HR needs.
Execution-Focused – You take ownership, drive initiatives forward, and consistently deliver outcomes with accountability.
Analytical & Creative – You solve problems with rigor and adapt to ambiguity with both creativity and attention to detail.
Organized & Agile – You manage projects effectively, prioritize competing demands, and lead with flexibility in dynamic settings.
Clear Communicator – You express ideas with clarity and confidence, both in writing and in conversation.

Qualifications

Minimum of 10 years of progressive Human Resources experience, with at least 5 years in a leadership or strategic HR role
Preference for experience supporting a manufacturing facility or industrial environment, with a deep understanding of the unique HR challenges and opportunities in such settings
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

The base pay range for this position is $140,000 - $170,000/ 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 4 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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Director, Human Resources (Supply Chain)