Human Resources Manager

About the role

Foods you love. Brands you trust. And a career that empowers you to grow.

At Nestlé USA, we’re all working towards the same goal – to delight and deliver for our consumers. With a rich portfolio of beloved brands, including DiGiorno, Toll House, and Coffee mate, in 97% of U.S. households, we have a unique opportunity – and responsibility – to be there for every moment in our consumers’ lives.

Joining Nestlé means becoming part of an inclusive workplace that inspires innovation, encourages strategic thinking and creativity, and celebrates your achievements. No matter where you work within the organization, you are empowered to challenge the status quo, embrace risk-taking, and pioneer new ideas. Our supportive and collaborative environment encourages bold ambitions and continuous learning so that everyone can grow and thrive.

This position is not eligible for Visa Sponsorship.

The

Human Resources Manager serves as a strategic HR partner to assigned corporate functions, translating business priorities and enterprise people strategy into talent, organizational, and employee experience solutions. The role anticipates workforce needs, strengthens leadership and talent pipelines, enables transformation, and builds an engaged, future-ready workforce.

Using workforce insights, business acumen, and HR expertise, role identifies people and organizational opportunities, develops recommendations, and influences decisions. In partnership with HR Centers of Competence and One Operations partners, the role ensures integrated execution of talent, organization design, workforce planning, performance, employee experience and change priorities while providing sound counsel on employee relations, policy and employment practices.

Key Outputs / Deliverables

1.

Strategic HR Business Partnership & Business Performance

• Develop and execute a 1- to 2-year people strategy for assigned corporate client groups aligned with business priorities and the One Operations HR Roadmap.
• Build a strong understanding of the business, operating model, priorities, and workforce risks to anticipate people implications and opportunities.
• Serve as a trusted advisor, using independent perspective, sound judgment, HR expertise, and workforce analytics to diagnose issues, shape recommendations, and measure impact.
• Translate enterprise HR strategies, standards, and tools into practical solutions for assigned client groups.
• Partner with HR Centers of Competence to deliver coordinated, scalable solutions with clear ownership, decision-making, and accountability, avoiding unnecessary duplication or customization.
• Identify solutions and practices that can be standardized or scaled across One Operations and avoid unnecessary duplication or customization.

2.

Talent, Leadership & Workforce Capability

• Lead performance, talent, succession, development, and related employee lifecycle processes for assigned client groups, ensuring meaningful assessment of talent, readiness, mobility, and development actions.
• Own compensation activities for assigned client groups, including monitoring and planning, salary administration, incentive plans, job analysis, and position planning, in partnership with the Compensation Center of Competence and within enterprise guidelines.
• Assess current and future workforce capabilities and translate critical skill and leadership gaps into measurable workforce and development plans aligned to business priorities.
• Partner with One Ops Learning & Development on scalable solutions for identified capability gaps.
• Strengthen individual and team effectiveness through coaching, talent insights, targeted development, and consistent application of Nestlé leadership expectations across performance, talent, succession, onboarding, and development.

3.

Organization Design and Workforce Planning

• Partner with leaders on organization design, role clarity, spans and layers, workforce planning, governance, and ways of working aligned with business requirements.
• Partner with Finance and business leaders to evaluate headcount and labor-cost implications of workforce plans and organizational decisions against approved budgets and financial targets.
• Translate strategic workforce plans into build, buy, borrow, develop, or organization design solutions, partnering with Talent Acquisition and business leaders on critical-role recruiting, retention strategies, mobility, and knowledge transfer needs.
• Lead the people and change strategy for organizational transformations, including impact and readiness assessments, stakeholder engagement, communications, leader enablement, adoption planning, and sustainment.
• Address barriers and resistance, reinforce desired behaviors, and monitor adoption using employee and leader feedback to adjust plans and achieve intended outcomes.
• Identify opportunities to simplify work, clarify accountability, improve handoffs to strengthen organizational effectiveness.
• Partner across functions and Centers of Competence to ensure solutions are integrated, compliant, and scalable.

4.

Employee Experience, Culture & HR Stewardship

• Use employee listening, workforce insights, and leader feedback to identify culture and employee experience opportunities, with clear ownership, monitoring, and closure.
• Coach leaders to create an environment grounded in trust, clarity, accountability, inclusion, and Nestlé values.
• Partner with business leaders to execute onboarding, performance, potential assessment, development planning, and transitions consistently and effectively.
• Interpret and apply HR policies and employment practices; manage employee relations matters and workplace investigations within defined responsibilities; ensure legal and company compliance; and escalate complex or high-risk matters to Employee Relations, Legal, or other partners.
• Identify patterns across employee matters and address systemic issues while championing fair, consistent, and compliant employee experiences.
• Build and maintain effective relationships with leaders, employees, and key partners across assigned client groups.
• Partner with leaders and HR Operations to maintain timely, accurate workforce data for decisions, reporting, and compliance.
• Promote inclusive and equitable talent and employment practices in partnership with leaders and HR Centers of Competence, meeting applicable equal employment, workforce representation, and compliance expectations.

Qualifications

• Bachelor's degree in Human Resources, Organizational Development, Business, or a related field.
• 5 to 7+ years of progressive HR experience, including HR Business Partner or HR Generalist experience supporting leaders in a complex, matrixed organization.
• Demonstrated ownership of a people strategy or plan for an assigned function, division, or client group.
• Experience leading talent, succession, performance, and workforce planning processes with clear follow-through and outcomes.
• Experience coaching leaders through complex performance, talent, employee relations, or organizational decisions.
• Experience leading organization design, restructuring, integration, or significant change initiatives.
• Ability to use workforce and employee insights and cross-functional partnerships to diagnose issues, influence decisions, implement integrated solutions, and track outcomes.
• Working knowledge of applicable employment laws, HR policies, employee relations practices, and investigation principles.
• Strong business acumen, judgment, communication, problem-solving, stakeholder-management, and cross-functional leadership skills.
• Digital fluency using HR systems, analytics, and productivity tools to improve decision quality and efficiency.

Preferred Qualifications

• Experience supporting corporate or functional organizations in a matrixed environment.
• Organization design, workforce transformation, and/or change leadership experience.
• Experience using people analytics and digital HR tools to support business decisions.
• PHR, SPHR, SHRM-CP, or SHRM-SCP certification.

Skills

• Business, financial, and analytical acumen: Uses business, workforce, employee, and financial insights to evaluate organizational implications, develop recommendations, and track outcomes.
• Strategic HR partnership and stakeholder management: Translates business needs and enterprise people strategy into integrated solutions with clear ownership and effective collaboration across leaders, Finance, HR Operations, Legal, and HR Centers of Competence.
• Talent, compensation, and workforce planning: Assesses talent, capabilities, critical roles, succession, compensation, positions, and workforce gaps and converts insights into actionable plans within enterprise guidelines.
• Leadership coaching and communication: Builds trust, provides candid counsel, influences without direct authority, and translates complex issues into clear recommendations for varied audiences.
• Organization design and change leadership: Applies organization design principles and leads impact assessment, stakeholder engagement, communications, readiness, adoption, and sustainment.
• Employee relations, culture, and compliance: Uses employee insights to strengthen culture and inclusion; applies policy, manages workplace concerns and investigations, ensures compliance, and escalates risk appropriately.
• Communication: Translates complex people and business issues into clear, concise recommendations and communications tailored to varied audiences.
• Execution and project management: Coordinates cross-functional work, manages priorities and dependencies, and follows through to drive implementation and sustained adoption.
• Digital and systems fluency: Uses HR systems, analytics, and productivity tools to improve data quality, efficiency, decisions, and the client experience.

Salary

$111,434.40 to $150,000.00 per year

Pay and benefits

The pay range provided is a good faith estimate for the position at the time of posting. Final compensation may vary based on factors including but not limited to knowledge, skills and abilities as well as geographic location. It is not typical for an individual to be hired at top of range.

Nestlé offers performance-based incentives and a competitive total rewards package, which includes a 401k with company match, healthcare coverage and a broad range of other benefits. Incentives and/or benefit packages may vary depending on the position. Learn more at

It is our business imperative to remain a very inclusive workplace.

To our veterans and separated service members, you're at the forefront of our minds as we recruit top talent to join Nestlé. The skills you've gained while serving our country, such as flexibility, agility, and leadership, are much like the skills that will make you successful in this role. In addition, with our commitment to an inclusive work environment, we recognize the exceptional engagement and innovation displayed by individuals with disabilities. Nestlé seeks such skilled and qualified individuals to share our mission where you’ll join a cohort of others who have chosen to call Nestlé home.