Plant HRBP

This role is responsible for leading the people agenda for a workforce of approximately 500 employees, covering workforce planning, talent acquisition, onboarding, communications, engagement, organizational design, and the full employee lifecycle. You will manage and develop an HR team while partnering closely with Employee Relations, Industrial Relations, and Learning & Development to ensure seamless delivery across the full HR agenda. As part of the Plant HR Leadership team and reporting to the Head of HR for the Enstek Plant, you will play a key role in shaping long-term workforce strategy. A major focus of the role includes coaching frontline managers, strengthening leadership capability, and embedding core HR programs into daily operational rhythms. You will also drive communication and engagement strategies while overseeing technician hiring and broader plant talent needs. This role provides a strong pathway into senior HR leadership, offering exposure to organizational design, talent building, and cross-functional HR partnering in a large-scale manufacturing environment.

A Taste of What You'll Be Doing

• Workforce planning & budgeting Build and track the headcount plan for 500 employees, including shift mix, overtime guardrails, and vacancy risks. Own people cost budgeting, forecast vs. actuals, and variance actions
• Talent acquisition & onboarding (technicians) Lead end-to-end technician hiring: hiring events, assessment days, medical checks, and onboarding. Support central teams with salaried hiring at local level
• Comms & engagement Design and lead the annual plant comms plan (townhalls, floor walks, recognition). Run pulse surveys, translate results into actions, and track closure to drive engagement. Focus on embedding EDI in frontline technician engagement
• HR partnering (Ops) Work closely with Operations leader, line managers and frontline leaders to embed HR programs into daily and monthly rhythms. Coach mid-level leaders and ensure people priorities are visible in plant reviews
• Org design & lifecycle Support the business with structure design based on plant needs, enable feeder moves and cross-rotations, and manage employee lifecycle from hire to exit., including career transitions
• Performance & talent (with L&D/Talent) Ensure goal-setting hygiene, calibrations, and IDPs are embedded across Ops. Partner with L&D to progress the skill matrix, strengthen frontline leader capability, and build succession for critical roles
• People analytics & reviews Maintain dashboards on attrition, absenteeism, overtime, time-to-fill, onboarding, and engagement. Lead weekly/monthly reviews, apply root-cause analysis, and track impact of actions
• Collaboration with ER/IR Partner with ER/IR to ensure discipline, compliance, and smooth union relations, escalating patterns/issues as needed

We're Looking for Someone With

• A minimum of 12 years of Plant HR experience within manufacturing or large-scale frontline environments, with deep exposure to high-volume workforce operations and plant-based HR delivery
• At least 5 years of experience managing and developing an HR team, demonstrating capability in coaching, performance management, resource planning, and building strong HR operational rhythms
• Strong expertise in manpower planning, technician hiring, onboarding, workforce scheduling, and employee engagement, with a proven track record of executing end-to-end talent and capability programs
• Demonstrated experience working closely with Employee Relations (ER) and Industrial Relations (IR), including handling union interactions, supporting negotiations, managing grievances, and ensuring compliance with plant policies and labor agreements
• Experience partnering with Learning & Development (L&D) to design, implement, and embed capability-building programs, leadership development initiatives, and continuous learning pathways
• A hands-on, visible HR style with regular shop-floor presence, and strong comfort working in highly operational, unionized, and fast-paced environments
• Strong analytical skills with the ability to interpret workforce data, identify trends, and convert insights into practical, measurable HR actions
• High resilience, strong sense of urgency, and the ability to balance strategic HR planning with daily operational demands in a dynamic manufacturing setting

What's Next

After you apply, your application will be reviewed by a real recruiter, so it may take us a few weeks to get back with you by email or phone. Visit our How We Hire page to get insights into our hiring process and more about what we offer.

Get to Know Us

At Kellanova, we are driven by our vision to be the world's best-performing snacks-led powerhouse, unleashing the full potential of our differentiated brands and our passionate people. Our portfolio of iconic, world-class brands include Pringles, Cheez-It, Pop-Tarts, MorningStar Farms, Special K, Krave, Zucaritas, Tresor, Crunchy Nut, among others.

Our focus on Equity, Diversity, and Inclusion (ED&I) enables us to build a culture of belonging where all employees have a place at the table and are inspired to share their passion, talents and ideas to work.

Mars has agreed to acquire Kellanova in a combination that will shape the future of snacking! The transaction is anticipated to close within the first half of 2025 (subject to Kellanova shareowner approval and other customary closing conditions, including regulatory approvals). The companies remain separate until closing.

You can learn more at www.futureofsnacking.com and our hiring teams will be happy to discuss further questions if your application advances in the hiring process.

About Kellanova AMEA

Home to 75% of the world's population and contributing to 50% of the global GDP, the AMEA region represents a vast and promising market for Kellanova. This region provides an extensive geographic presence and holds substantial growth potential, especially considering our diverse portfolio spanning multiple categories.

AMEA is strategically positioned for growth, positioning itself to become a prominent player in the snacking industry while maintaining a steady trajectory of cereal growth. As we expand our product offerings, reach new geographic horizons, and increase investments in emerging markets within AMEA, you have the opportunity to become an integral part of a dynamic and forward-thinking organization. We are deeply committed to investing in our people and enhancing our capabilities to deliver value to our stakeholders.

The best brands. The best people. The best you.

Kellanova is an Equal Opportunity Employer that strives to provide an inclusive work environment, a seat for everyone at the table, and embraces the diverse talent of its people. All qualified applicants will receive consideration for employment without regard to race, color, ethnicity, disability, religion, national origin, gender, gender identity, gender expression, marital status, sexual orientation, age, protected veteran status, or any other characteristic protected by law. For more information regarding our efforts to advance Equity, Diversity & Inclusion, please visit our website here.