Brand: Post Consumer Brands

Categories: Human Resources

Locations: Lakeville, Minnesota

Position Type: Regular Full-Time

Remote Eligible: No

Req ID: 22225

Job Description

Business Unit Overview

Headquartered in Lakeville, Minn., Post Consumer Brands, a business unit of Post Holdings, Inc., is dedicated to providing people and their pets with delicious food choices for every taste and budget. The company’s portfolio includes beloved brands such as Honey Bunches of Oats®, PEBBLES®, Grape-Nuts® and Malt-O-Meal® cereal, and Peter Pan® peanut butter, as well as Rachael Ray® Nutrish®, Kibbles ‘n Bits® and 9Lives® dog and cat food. As a company committed to high standards of quality and to our values, we are driven by one idea: To make lives better by making delicious food accessible for all. For more information about our brands, visit www.postconsumerbrands.com and follow us on LinkedIn for the latest news. Brand Post Consumer Brands recently acquired several iconic pet food brands, venturing into a new market while remaining true to our purpose to provide delicious and accessible food that our consumers love. We’re always searching the center store for the next exciting product to add to our portfolio, and right now, we’re growing and need passionate, driven individuals with diverse perspectives to help us reach greater heights. That’s where you come in. Join a team where your voice is not only heard but valued. Make a real impact on brands enjoyed by millions of people and their pets. At Post Consumer Brands, we take pride in our longstanding legacy of making one of every five breakfast cereals families eat daily. Today, we’re just as focused on our future as we expand our grocery business with different shelf-stable foods, including snacks and peanut butter. We are committed to providing accessible and delicious food for families, and we’re always searching the center store for the next exciting product to add to our portfolio. As we soar to new heights, we need creative, determined individuals from all walks of life to join our team, where your unique perspective and ideas are acknowledged and valued. Be a part of a company that empowers you to make a difference that’s evident on grocery store shelves and families’ tables across North America. Location Description Post Consumer Brands corporate headquarters in Lakeville, Minn. is about 20 miles south of Minneapolis and St. Paul, Lakeville has all the benefits of smaller town living with access to everything a large metropolitan area has to offer. Join more than 400 team members collaborating on the two-building campus to help put breakfast on the tables of millions of consumers in North America. Responsibilities Are you an influential HR leader who is passionate about the manufacturing industry, enjoys solving complex problems, and thrives in a collaborative environment? Post Consumer Brands (PCB), a leader in the breakfast cereal category, is looking for a Vice President of Human Resources- Manufacturing, to lead the people strategy as we expand our portfolio into the pet food category. This newly created position is based out of our Lakeville, MN, headquarters, and reports to the Chief Human Resource Officer (CHRO). If you are hungry for your next challenge, apply today and start your journey with PCB, where we are proud to offer big company opportunities with a small-company feel. Role Overview PCB has over a dozen manufacturing plants and distribution centers. This role is responsible for leading HR teams that partner with employees and managers across these sites, to coach, support, influence, and enable these teams to effectively deliver their people plans. Through M&A activity, the number of manufacturing locations has grown, and harmonizing them continues to be top priority. We also have labor agreements in several locations, adding complexity. An ideal candidate will have experience in both areas and enjoys the variety this job brings. The challenges of a manufacturing environment are exciting to this individual. Looking at innovative labor models, analyzing turnover data to address root causes, and keeping diversity, equity, and inclusion at the forefront are top priorities. Delivering results in employee engagement and retention will set you up for success and growth at Post Consumer Brands. Essential Duties and Responsibilities Manage and lead regional HR leaders as well as Labor Relations resources. Embeds engagement, safety, and a performance management culture by ensuring clear goals and objectives, feedback, and the improvement of customer service through behaviors aligned with our values. Drives, influences, advises, and supports the cultural and people aspects of organizational change, structures, people processes and business improvement initiatives. Accomplish this through partnership with other resources including HR Centers of Excellence (COE) and initiatives that reflect the business strategy. Provides feedback to HR Leaders, Specialists (COE) and peer groups on implementation and utilization of tools to ensure flawless execution of HR initiatives. Responsible for representing the client's needs and providing client feedback to the Specialist (COE) teams. Works in partnership with the business, local HR and legal resources to manage employee relations issues. Facilitates strategic recruiting solutions in partnership with Talent Acquisition COE and local HR teams. Supports executives and directs HR teams on planning and communications related to change management and working through organizational design to drive role clarity at the individual and team level. Strives to maintain a mutually beneficial relationship with the union leadership and union members. In coordination with corporate and external Labor Relations resources, works to administer and resolve grievances and other labor charges, as well as provide strategic leadership in contract negotiations. Ensures compliance with all Federal, State and Local legal and regulatory requirements. Qualifications Education, Experience and Qualifications B.S. or B.A. degree in Business, Human Resources, or related field; M.A. HRIR, or MBA preferred. 15+ years of HR increasing responsibility within multiple core functions of HR, including Manufacturing HR team leadership, Labor Relations, Employee Relations, Compensation, Recruiting, Talent Management, Succession Planning, M& A, Workforce Planning and Org Effectiveness. Exceptional leadership skills that have been demonstrated by achieving desired results through others and building effective partnerships through influence and relationship building skills. An in-depth technical understanding and knowledge of HR processes and systems. Proven ability to balance strategic and tactical skills. Demonstrated problem analysis and resolution. Understands the changing and dynamic workforce landscape in North American manufacturing. Excellent interpersonal, written, verbal and presentation communication skills. Successful experience consulting and coaching leaders at all levels of the organization, including executive team and CEO; able to effectively build relationships by establishing trust, credibility and adding value quickly. Excellent at building and managing through relationships across the HR organization – with peers, upwards, and with center of excellence partners. Financial acumen: must be capable of conducting quantitative analysis, with a proven ability to work with numbers and financial data. Ability to travel 50% of the time.

Post Holdings provides equal employment opportunities to all employees and applicants for employment without regard to race, color, religion, gender, sexual orientation, national origin, age, disability, genetic information, marital status, status as a covered veteran and any other category protected under applicable federal, state, provincial and local laws.

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)