Senior Specialist, Talent Acquisition (Manufacturing, R&D, Supply Chain)

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, Britney Spears, 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.

Role Overview

The Senior Talent Acquisition Specialist at Revlon will provide a best-in-class, consultative recruitment approach, with a strong emphasis on exceptional service (for both internal partners and candidates), resulting in the attraction of top talent into the organization.

This role will report directly to the Manager, Talent Acquisition.

This role is hybrid, 2 days a week (Tuesdays & Thursdays) based out of our New York Office at 55 Water Street.

Major Duties and Responsibilities

• Manage full lifecycle recruiting (from posting to onboarding) in a high-volume environment with a focus on hiring top quality talent across Manufacturing, R&D, Supply Chain
• Builds and maintains proactive, strong partnerships through a consultative approach with the business and HR Business Partners to understand business needs, hiring requirements and issues, and offers creative and effective sourcing solutions
• Acts as liaison and trusted partner between candidates, Hiring Managers, and HR business partners, leading regular recruitment strategy meetings and offering guidance on talent through every stage of the hiring process
• Acts as Subject Matter Expert (SME) on hiring techniques and legal issues regarding hiring practice
• Able to own and drive the recruitment process for these functions with a reasonable level of independence, escalating issues as appropriate to Manager, Talent Acquisition
• Develop and execute innovative, out-of-the-box recruitment strategies to attract and develop talent pools (with a particular focus on passive outreach for hard to fill roles)
• Support the identification of gaps and challenges in the talent market for area of expertise, and proactively create pipelines to support needs of the business
• Be a champion for Talent Acquisition improvement, proactively seeking ways for us to evolve to do things better or more efficiently and helping to drive those initiatives forward
• Stay up-to-date and identify new Talent Acquisition industry trends through research, participating in HR conferences, etc
• Support the team with leading additional miscellaneous Talent Acquisition initiatives and projects, varying from process improvement, development programs, and more

• Ability to prioritize multiple initiatives and desire to deliver end-to-end solutions

• Support the implementation of a new applicant tracking system
• Ensures that new ATS is utilized accurately and properly to ensure our reporting and data is reliable and accurate
• Responsible for meeting or exceeding Recruitment related KPIs and goals as set by the team lead (speed to hire, offer acceptance rate, etc.)

The ideal candidate:

• Demonstrates a high level of accountability through proven track record of meeting or exceeding KPI's (speed to fill, offer acceptance rate, etc.)
• Demonstrated skills in all aspects of recruiting such as networking, sourcing, qualifying, screening, negotiations and relationship management
• Proven ability to take initiative, use consultative skills and build strong, productive relationships across all levels of management
• Exceptional interpersonal, verbal, and written communication
• Proven organizational skills with a high attention to detail
• Exceptional time management; proactive with a strong sense of urgency
• Proven ability to be adaptable and positively contribute in a fast-paced, changing work environment

Qualifications:

• Must have 3+ years experience with full-cycle recruitment for Manufacturing and Supply Chain roles (mix of hourly and salaried experience preferred)
• Industry experience in beauty or consumer products preferred
• Experience with Greenhouse ATS a plus
• Mix of Agency and In-House experience a plus

Screening Questions

• How do you stay organized/efficient when managing a full req load?
• Walk me through how you handle a search from when it comes to you (from posting to offer)
• Walk me through your current TA team structure
• Tell me about a time when you had a search that was stalling out. What happened and how did you manage it?
• Walk me through your experience recruiting for hourly employees.
• Tell me about a time when you had a search, and the senior leader was not aligned with the hiring manager. What did you do?
• Tell me about what your current (or recent) KPIs have been?
• Tell me about how you have been able to influence the candidate experience?
• Tell me about a time where you fell short on a candidate experience. What happened and what would you have done differently in retrospect.
• What ATS systems do you have experience with? Have you ever been a part of an ATS implementation?
• Tell me about a time when you were able to influence a team to the right hire?
• Do you have any experience supporting broader HR/TA projects (i.e. onboarding improvements, TA toolkits, etc.)?
• Where are you looking for your career to go in 5 years?

#LI-JL1 #LI-Hybrid

The base pay range for this position is $90,000 and $110,000/year; however, the 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 3 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

This employer is required to notify all applicants of their rights pursuant to federal employment laws.
For further information, please review the Know Your Rights notice from the Department of Labor.

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)