Business Unit Overview Feeding the world is what we do – how we do it is unique. We are not your textbook consumer packaged goods company. While others may be slow to make change happen, Post continuously drives both inorganic and organic growth. Our history is evidence of that fact with over 100 years of heritage and growth from brands that transcend generations like Honey Bunches of Oats, Fruity Pebbles, Malt-O-Meal, Bob Evans Farms, Kibbles 'n Bits, Egg Beaters, Peter Pan Peanut Butter, Ronzoni Pasta and more. Our foodservice and ingredient businesses supply other products you love for brands, restaurants and stores. Our offices and manufacturing sites are in 62 locations in five countries, and we have 11,500+ employees. Over the past 10 years, Post has made 22+ acquisitions and reached $7 billion in net sales in fiscal 2023. During turbulent times of market uncertainty, the food industry has provided a level of stability unlike other industries. Post Holdings, Inc. is headquartered in Brentwood, a suburb of St. Louis, Missouri. Our casual professional atmosphere encourages team members to collaborate, innovate and support our operating companies. Our passion and drive advance the reputation of our operating companies and brands—together, we make a difference. Responsibilities The Sr. HR Transformation Project Manager serves as a hands-on partner for all major human resource projects aligned with the department’s goals and objectives that support payroll, benefits, talent management, compensation, data analytics and labor negotiations. This role will be responsible for planning, determining project resources needed, preparing estimated costs for a project, managing and coordinating project plans, meetings and keeping stakeholders informed of the project status, as needed. This role will also assist with promoting new initiatives/automation opportunities within the corporate HR function and to our business units as well as promoting the consistent use of employee data across the business. The Sr. HR Transformation Manager shall lead cross functional HR projects involving internal and external stakeholders in some of the following areas: Job Duties: Schedule Management & Reporting - Creates, manages, and understands impacts to project scope, constraints and schedule. Manages critical projects according to work plan. Performs critical path analysis with reporting to functional leadership Cost Management - Monitors and routinely reassesses project budgets to account for variances and ensures accuracy. Creates budget reports to compare actual with forecasted costs Communication Management - Creates performance and status reports for relevant stakeholders. Develops and/or coordinates necessary communications to assist with change management and/or education Risk Analysis & Issue Management - Develops and manages project risk. Analyzes risks to assess their impact on project delivery. Implements procedures to mitigate risk threats and/or determines an alternate solution Resource Management - Assists HR leadership with and coordinating internal resources within the corporate team or business units and/or third party/vendor resources for the flawless execution of projects Quality Management – Defines processes and standards around governance, communication, and quality. Develops deliverable acceptance plans and criteria Change Management - Identifies and develops strategy for appropriate sequencing of changes in light of impact to key stakeholders. Develops strategic roadmap for change to facilitate adoption Implementation and Transition Management - Creates transition plan, identifies lessons learned, and applies the lessons learned to future projects Integration Management - Identifies and manages project and program interdependencies Provides excellent service to employees and internal HR offices, supports mission, values and ensures compliance requirements are met Balance stakeholder needs both internally and externally and successfully negotiate appropriate compromises between scope, schedule and budget Keep up-to-date with developments in area of project management and share with leadership accordingly. Occasional travel may be required. Qualifications Required Qualifications: Education and Experience BS Business Administration with proven working experience in project and program management preferred Benefits, payroll and/or HR experience a plus 5-7 years of HR project and/or program management experience, with a proven track record of leading complex HR transformation projects Knowledge and Skills Demonstrates strong leadership qualities, inspiring and guiding teams towards achieving project goals Exceptional interpersonal, analytical, problem solving, communication and critical thinking skills with a strong attention to detail Identifies and resolves issues proactively, using critical thinking and innovative solutions Works collaboratively with cross-functional teams, fostering a culture of teamwork and cooperation Thinks strategically and understands the broader impact of HR transformation initiatives on the organization Remains flexible and adaptable in a dynamic and fast-paced environment Focuses on achieving results and delivering high-quality outcomes Effectively communicates with all levels of the organization, ensuring alignment within the functional group along with clear and consistent messaging Advanced computer skills with knowledge in Microsoft Office, including Excel and SmartSheet Preferred Qualifications: Relevant certification (e.g., PMP, SHRM-SCP) is preferred Experience with human capital management systems (i.e. UKG software, Workday, etc.) and their reporting tools Project management professional certification and/or change management certification Assisting with implementation of next generation HR skills (process automation, people analytics, other digital skills) This is a hybrid role based in Brentwood, Missouri. In office days are Tuesdays, Wednesdays and Thursdays. Work from home days are Mondays and Fridays.