Employment Spot

Job Description

In this hybrid role, Manager, Talent Acquisition & HR will be accountable for (1) sourcing and screening qualified candidates to fill all positions grade 9 and above (Employee Bonus Plan-eligible positions) and (2) assist the HR Generalist by providing generalist support to client groups on key iniatives, as needed. The individual in this role will primarily function as a Senior Recruiter for the NY office and field sales.
 
HR Generalist Functions
This position supports a designated client group and functional leader.
 
Functional responsibilities include: 

• Understanding the business client's strategy and its organization; 
• Determining the concrete HR needs in the areas of organization design, staffing, talent and performance management objective setting, succession planning; training and communication;
• Developing concrete written action plans with concrete deliverables; 
• Being accountable for the timely execution of all deliverables and delivery of the results;
• Accountability for organizational design, development & effectiveness; process improvement; employee relations; performance management; corrective performance actions; staffing support; compensation program administration; affirmative action; legal and company policy compliance; HR policy interpretation and administration; training & development coordination; and special projects.
• Providing HR services for all Revlon businesses and provides support to other HR team members as may be required or asked for in support of overall Company business strategies.

Responsible at all times to know and understand 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 consulting in the form of concrete measurable actions to client groups.  Provides support to clients in making appropriate business decisions.  Leads the assessment of organizational and employee impacts of potential business decisions. 

Develop recruiting strategies for open positions and ensuring that Job Descriptions are updated and evaluated by Compensation (if necessary) and ready for Talent managers. Establish specific client expectations regarding anticipated hiring needs to ensure that high caliber candidates are brought into the organization for exempt and salaried non-exempt positions, meeting client/organizational expectations for time-to-fill and cost-to-fill.  Plan and execute all details necessary to fill approved exempt and salaried non-exempt vacancies in conjunction with the site Affirmative Action Plan (AAP).

With guidance from Director, Talent Management and HR, advise, coach and counsel line management on employee relations' issues, and formulate concrete and specific measurable actions to help them resolve issues, increase effectiveness, build relationships and achieve business goals with the primary focus being 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 to take specific actions to mitigate.  Develops and implements programs to improve employee commitment and communications.  Resolves issues in a fair and consistent manner. 

Works with 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, stock programs, incentive plans, job grading and evaluation processes, new hire offers, annual market reviews, retention issues, and equity concerns.

Lead the coordination of HR activities, particularly during peak periods, but also when needed to support the strategic priorities of the HR Department and the Company's business strategies.  Focus on demonstrating teamwork within and outside the HR department in handling assigned responsibilities and activities.  Demonstrate leadership in performing assigned responsibilities, as well as suggesting improvements in current HR practices.

Job Requirements

The ideal candidate will have:

• Minimum of 6 - 8 years of HR experience; 3 - 5 years of which must be within a generalist role
• Full-lifecycle recruitment experience in a progressive, fast-paced recruiting environment
• Experience sourcing candidates within a recruitment agency is a plus
• Strong business partnering capabilities; ability to create effective and productive work relationships
• Must have a sense of urgency and be action oriented
• Must have strong analytical and problem solving skills
• Must be able to provide hands-on HR support for both tactical and strategic business issues.
• Must have strong organizational and project management skills
• Must have computer skills, including experience with Microsoft Word, Excel, PowerPoint and Lotus Notes.
• Must have strong strategic thinking skills
• Must be flexible and capable of providing leadership in a matrixed organization
• Must be both creative and detail-oriented in ambiguous situations
• Must demonstrate a high level of accountability for results
• Must have strong execution and planning skills
• Must have a high level of business acumen
• Requires strong verbal and written communication skills and the proven ability to communicate effectively
• BS/BA in HR/Industrial Relations/Business or equivalent work experience; MBA or advanced degree preferred with SPHR designation;