Post Holdings Jobs

Brand: Post Consumer Brands

Categories: Human Resources

Locations: Lakeville, Minnesota

Position Type: Regular Full-Time

Remote Eligible: No

Req ID: 23938

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 OVERVIEW: This role is responsible for building and optimizing an enterprise-wide learning and development center of excellence. The team will serve all corporate functions, manufacturing locations, hourly and salaried staff. Delivering both strategic leadership and excellence in execution, this leader will bring expertise in learning strategy, governance, content development and delivery, solution evaluation, content management, stakeholder/customer engagement, learning technology optimization and development of a learning culture. This is a highly cross-functional role requiring exceptional stakeholder coordination and alignment, partnering closely with executive level business leaders, subject matter experts and HR business partners to deliver learning solutions that enable execution of our corporate business strategy. Delivering tangible value to the business is paramount – beyond delivering learning programs, this role is responsible for enabling the effective application of new knowledge on-the-job to drive business results. This position offers hybrid flexibilty out of our corporate office in Lakeville, MN. RESPONSIBILITIES AND ACCOUNTABILITIES: Strategy and Governance Partner with VP of Talent Management to build and lead an Enterprise Learning Council (ELC) Lead the development of an enterprise learning and development strategy in partnership with the HR Leadership team and (ELC) Partner with the ELC to establish annual goals and priorities, providing regular updates on status, and establishing KPIs to enable ELC oversight of learning program quality and impact Partner with stakeholders to navigate resource allocation and prioritization trade-offs. Facilitate alignment to the enterprise learning strategy while supporting individual stakeholder needs and perspectives. Actively engage with internal and external thought leaders to stay ahead of learning industry best practices, tools and technologies Develop self and team in the use of AI and AI enabled tools, technologies and methods to ensure learning capability excellence Program and Project Management Establish process, tools and standards for learning program and project management Provide direct program/project leadership for significant learning engagements Provide leadership and oversight to internal Learning Consultants, building and optimizing their project leadership skills Build and deliver easily digestible (simple) program/project status metrics and updates Provide regular feedback and drive accountability for internal and external learning project leaders; ensure efficient and cost-effective project delivery Partner closely with Process, PMO and Change Management teams to ensure alignment to broader program/project objectives Facilitate regular customer/stakeholder feedback to ensure learning program quality and impact Learning Technology Leadership Provide leadership related to all learning technologies (LMS, content management systems, AI, content development and delivery, measurement systems, etc.) Stay up-to-date and have an informed point of view on emerging learning technologies Establish and reinforce standards and best practices Provide effective change leadership for the effective use and full adoption of learning technologies in order to ensure impact and ROI Partner with IT and holding company stakeholders in the development and execution of a learning technology strategy and long-term roadmap Ensure proper documentation and institutionalization of technology knowledge in order to ensure sustainability and resilience over time Content Management In partnership with Continuous Improvement, subject matter experts, Process/Program/Change Management leadership, build and maintain an enterprise learning content management strategy and roadmap Establish and reinforce standards for content storage, maintenance, regular audit and updating, and decommissioning Build and maintain templates, standards, style guides, and review standards in order to ensure a consistent learner experience and to maintain high content-quality standards Drive accountability for all internal and external content developers maintaining content standards Enable content architecture, labeling/titling, meta-data that allows for intuitive content search Learning Culture Build and lead a thriving Learning Community of Practice bringing together all internal and contracted learning developers and program managers. Build capabilities, share best practices, maintain content, technology, delivery, and measurement standards. Lead the development of a long-term strategy and roadmap for building a stronger learning culture Partner with cross-functional stakeholders and executive leadership to define, enable and reinforce clear behavioral expectations for managers and leaders related to building a stronger learning culture Build, implement and sustain systems of accountability for driving leader/manager behaviors critical to driving learning culture Team Leadership Provide supervision and daily work direction to Learning and Development team and contractors Provide ongoing coaching, mentoring and career development support for individuals and the team as a whole Establish and manage department goals and objectives Actively monitor and manage team workload, balancing for capability, development, cross-training, engagement, etc. Manage Learning and Development budget Qualifications REQUIREMENTS Education: Bachelor's degree in learning and development, instructional design, human resources, organizational development, industrial psychology, or related field required; Master's degree preferred. Experience: 10+ years of experience in human resources, consulting or business relevant roles 7+ years of experience in a fully dedicated learning and development or equivalent role 4+ years of successful people management experience Experience supervising a learning and development team Experience managing contractors, consultants and content and technology vendors Experience with learning technologies (LMS, Articulate, etc.) Experience designing and delivering metrics and reports demonstrating learning program ROI Other Knowledge, Skills, and Abilities Ability to be Agile – Moving quickly and adapting to changes in real-time Ability to be Simple – Simplifying the complex to enable quick, aligned decision making. Excellent writing, storytelling, facilitation and presentation skills Be Bold – Taking the risk to lead, to appropriately challenge, to have an informed point of view Ability to influence at all levels of management up to and including the CEO Win as One – Leveraging the diversity and skills of the whole team to win on shared objectives. Exceptional stakeholder management and customer delivery skills Act Like an Owner – Keeping the needs of the enterprise in mind with all decisions. Attention to detail and excellent project management skills Do Right by coworkers and customers Bring Joy – Taking work seriously, but not yourself

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)