Senior Manager, Human Resources – New Missis in Mississauga

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, Revlon has provided consumers with high-quality product innovation, performance, and sophisticated glamour. Today, Revlon resiliently continues its legacy as a leading global beauty company.

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 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.

MAJOR DUTIES:

• 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.
• 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.
• Talent Development & Career Frameworks: Identify capability gaps and future talent needs; support talent reviews, succession planning, performance management, and workforce planning.
• Leadership Coaching: Coach leaders at multiple levels on talent management, communication, performance, change leadership, employee development, and complex organizational or employee situations.
• 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.
• 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.

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.
• 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.