Job:                 AVP – Human Resources, Supply Chain/Operations

Department:    Human Resources

Division:             Operations, Supply Chain

FLSA:               Exempt

Reports to:      VP – Human Resources

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Company Summary/Description:

L’Oréal is a technologically advanced company, which manufactures and supplies over 4.5 billion units annually to the world.  Working in L’Oréal Operations means working in an innovative, challenging, dynamic and diverse environment with the opportunity for cross-functional careers – from conception to consumer – in Manufacturing, Supply Chain and Operational Product Development.  We have 42 factories and 145 distribution centers worldwide (12 factories and 33 distributions centers in the Americas). Close to 90% of all our products are manufactured in-house. L’Oréal Operations is committed to continuous improvement, people development, safety, quality and sustainability.

Job Summary:

 

We have an exciting opportunity for a strategic, business focused HR leader for our  Supply Chain organization This business partner role, will require collaboration with cross-functional leaders, and will manage an HR team.  The position contributes to business performance by providing strategic consulting on people strategies, organization design, performance management, recruitment, training, compensation, governmental compliance, organizational culture and employee engagement  In addition, this position will anticipate and optimize the organization’s people needs to align with the overall business strategy.

This role requires a strong emphasis on strategic and organization consulting and will collaborate across the L’Oreal Operations HR Team to drive best practice sharing and alignment.

Key Job Accountabilities:

  • Recruitment – Partner with Talent Acquisition team on the recruitment strategy, selection and hiring for all open positions;  Promote L’Oreal USA Operations as a best place to work
  • Integration - Oversee the integration of all new employees through FIT (onboarding program) and make recommendations on program improvements.
  • Employee development - Strategically manage careers on an individual basis by building development plans, defining training opportunities while utilizing the Performance Appraisal process for personal and professional growth.
  • Succession planning – Partner with functional areas to define the Succession Plan. Assess current and future talent needs for the division and develop strategies and plans to meet those needs. Monitor and drive the bench strength, identify high potential talent, proximity to the people, oversee career-pathing and management development
  • Organizational effectiveness - Influence and help adapt the organization to align with business objectives and design and optimize organizational capabilities.
  • Workforce planning - Evaluate recommendation for structure improvements ensuring alignment with business objectives.
  • Retention strategies - Analyze, identify and drive recommendations on retention program strategy
  • Employee relations - Objectively provide expert advice and coaching to employees and management
  • Total rewards compensation management - Collaborate with Total Rewards to evaluate employee pay levels & plan content to assess market competitiveness, including base salary & bonus plans.
  • HR policies & programs - Lead development, communication and implementation of strategic HR programs.
  • Culture - Facilitate the communication of the organization’s desired culture, vision and values which guide the decisions and actions of the business
  • Performance management – Drive performance management through business partnership, coaching, counseling and disciplinary programs
  • Identify strategies to increase productivity and employee performance
  • This role supports employees at multiple locations.  Up to 10-15% travel may be required and occasional weekend work.

Required Experience:

  • Bachelor’s degree in Human Resources or related field required;  Master’s Degree a plus
  • 8+ years’ of HR experience with steady progression of growth
  • Prior experience leading, coaching, and mentoring direct reports and leading large HR teams with talented HR professionals
  • Specific project experience focused on Workforce/Labor Strategy, Organizational Design and Change Management
  • Experience supporting hourly employee client groups
  • Experience in call center, distribution center, or manufacturing environments
  • Compensation – In-depth understanding of policy and concepts, along with ability to articulate same.
  • Legal - Significant understanding of employment laws and statutes pertaining to equal opportunity employment, ADA, FMLA, OFCCP, Wage and Hour, WARN, Employment Agreements, etc.
  • Financial - Solid knowledge of P & L, including budget process
  • Strong computer skills: Word, Excel, Outlook, PowerPoint (with ability to learn internal systems)
  • This summary describes the general nature of work to be performed and is not an exhaustive list of all responsibilities, duties, and skills required of an incumbent in this position. 

 

Competencies Required:

  • Entrepreneurially spirited; strong work ethic and customer driven
  • Demonstrated leadership, communication (verbal/written), negotiation, presentation, facilitation, organization, analytical and interpersonal skills
  • Must have a sense of urgency and results/service orientation with a high degree of flexibility, adaptability and responsiveness; ability to handle fast pace and operate with ambiguity
  • High degree of executive maturity to be able to influence others
  • Strategic thinking - In-depth knowledge of HR best practices and trends (i.e. recruitment strategies, people assessment, career management, etc.).
  • Business acumen - In-depth knowledge of business objectives, the people aspect of the division, brand and function, competitors, market trends and consumers; flexibility and adaptability in an evolving business environment
  • Change management - Ability to communicate and mobilize teams through change

Relocation Consideration

NO



We are an Equal Opportunity Employer and take pride in a diverse environment. We do not discriminate in recruitment, hiring, training, promotion or other employment practices for reasons of race, color, religion, gender, sexual orientation, national origin, age, marital or veteran status, medical condition or disability, or any other legally protected status.

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