VP HR Operations

Brand: Post Holdings Inc.

Categories: Human Resources

Locations: Saint Louis, Missouri

Position Type: Regular Full-Time

Remote Eligible: No

Req ID: 31016

Job Description

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, Kibbles 'n Bits, Egg Beaters, Peter Pan peanut butter and more. Our foodservice and ingredient businesses supply other products you love for brands, restaurants and stores.

We have more than 55 offices and manufacturing sites and approximately 13,000 employees. Over the past 13 years, Post has made 28+ acquisitions and innovative financial transactions and reached $8.2 billion in net sales in fiscal 2025. During turbulent times of market uncertainty, the food industry has provided a level of stability unlike other industries

Post Holdings, Inc. is a Fortune 500 ® company 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

OVERVIEW:

VP, HR Operations serves as a key strategic partner to the Chief Human Resources Officer (CHRO), supporting enterprise-wide initiatives and ensuring progress across critical priorities. The role leverages workforce and compliance data to lead complex projects, identify trends and risks, informs decision-making, leads initiatives driving cross-functional alignment, and provides executive-level analysis, insights, and recommendations to support strategic decision-making.

The VP, HR Operations acts as an extension of the CHRO by managing special projects, synthesizing information into executive-ready deliverables, providing people analytics, and coordinating work across business units (BUs), corporate HR, and other functions.

RESPONSIBILITIES:

Strategic Projects

• Lead and manage designated HR projects from inception to completion, ensuring clear timelines, stakeholder alignment, and measurable outcomes.

• Develop executive summaries and briefing documents distilled from complex information.

• Strengthen HR governance and operations by developing frameworks, tools, and processes that create role clarity, accountability, and cross-functional coordination.

Workforce Analytics & Insights

• Use workforce analytics-including turnover, absenteeism, labor efficiency, and safety indicators-to identify patterns, diagnose root causes, and inform strategic HR and organizational solutions.

• Build dashboards or reporting frameworks that help identify hotspots, opportunities, and predictive indicators.

• Partner with HR People Operations, Legal, HRIT, and People Analytics teams to ensure consistency, accuracy, and insight generation.

Organizational Transformation

• Coordinate enterprise and business-unit initiatives that require integration across multiple teams, including such projects as restructures, capability building, and other transformation programs, ensuring clarity of scope, alignment of stakeholders, and disciplined program management.

• Coordinate cross-functional alignment among HR, Legal, IT, and Finance during transitions.

• Partner and support the HR Technology team and business unit HR teams to guide adoption, readiness, and change management for new systems, upgrades, employee service delivery and digital capabilities.

CHRO Support

• Serve as a thought partner to the CHRO, helping prioritize initiatives and manage competing demands.

• Track progress on key organizational and HR strategic initiatives, escalating risks and recommending solutions.

• Prepare materials for executive committees, governance meetings, and enterprise leadership forums.

Stakeholder Coordination & Communication

• Act as a connector across HR, the business, and HR leadership to ensure clarity, alignment, and accountability.

• Draft communications, as needed-program updates, organizational announcements, strategic briefs.

• Build trusted relationships across business units to facilitate collaboration and information flow.

Qualifications

QUALIFICATIONS REQUIRED:

• 10+ years of HR, consulting, project management, strategy, or related experience.

• 5+ years of people leadership experience.

• Strong analytical skills with the ability to interpret workforce data and convert insights into actions.

• Strong knowledge of HR best practices and employment law compliance.

• Exceptional executive communication skills-written, verbal, and presentation.

• Demonstrated capability to lead complex cross-functional initiatives with minimal supervision.

• Ability to balance strategic thinking with hands-on execution.

• Excellent conflict resolution skills.

• Highly organized, resourceful, and comfortable working in an ambiguous, fast-paced environment.

SUCCESS PROFILE:

The ideal candidate is

• A strategic thinker who can also execute tactically.

• A proactive problem-solver who anticipates needs and removes barriers.

• A strong communicator skilled at synthesizing information for executive audiences.

• Comfortable working with data, dashboards, and trend analysis.

• A trusted partner who manages confidential and sensitive information with discretion.

• Someone who thrives in a role with shifting priorities and broad scope.

This is a hybrid role based in St. Louis. In-office days are Tuesdays, Wednesdays and Thursdays.

#LI-hybrid

OVERVIEW:

VP, HR Operations serves as a key strategic partner to the Chief Human Resources Officer (CHRO), supporting enterprise-wide initiatives and ensuring progress across critical priorities. The role leverages workforce and compliance data to lead complex projects, identify trends and risks, informs decision-making, leads initiatives driving cross-functional alignment, and provides executive-level analysis, insights, and recommendations to support strategic decision-making.

The VP, HR Operations acts as an extension of the CHRO by managing special projects, synthesizing information into executive-ready deliverables, providing people analytics, and coordinating work across business units (BUs), corporate HR, and other functions.

RESPONSIBILITIES:

Strategic Projects

• Lead and manage designated HR projects from inception to completion, ensuring clear timelines, stakeholder alignment, and measurable outcomes.

• Develop executive summaries and briefing documents distilled from complex information.

• Strengthen HR governance and operations by developing frameworks, tools, and processes that create role clarity, accountability, and cross-functional coordination.

Workforce Analytics & Insights

• Use workforce analytics-including turnover, absenteeism, labor efficiency, and safety indicators-to identify patterns, diagnose root causes, and inform strategic HR and organizational solutions.

• Build dashboards or reporting frameworks that help identify hotspots, opportunities, and predictive indicators.

• Partner with HR People Operations, Legal, HRIT, and People Analytics teams to ensure consistency, accuracy, and insight generation.

Organizational Transformation

• Coordinate enterprise and business-unit initiatives that require integration across multiple teams, including such projects as restructures, capability building, and other transformation programs, ensuring clarity of scope, alignment of stakeholders, and disciplined program management.

• Coordinate cross-functional alignment among HR, Legal, IT, and Finance during transitions.

• Partner and support the HR Technology team and business unit HR teams to guide adoption, readiness, and change management for new systems, upgrades, employee service delivery and digital capabilities.

CHRO Support

• Serve as a thought partner to the CHRO, helping prioritize initiatives and manage competing demands.

• Track progress on key organizational and HR strategic initiatives, escalating risks and recommending solutions.

• Prepare materials for executive committees, governance meetings, and enterprise leadership forums.

Stakeholder Coordination & Communication

• Act as a connector across HR, the business, and HR leadership to ensure clarity, alignment, and accountability.

• Draft communications, as needed-program updates, organizational announcements, strategic briefs.

• Build trusted relationships across business units to facilitate collaboration and information flow.

QUALIFICATIONS REQUIRED:

• 10+ years of HR, consulting, project management, strategy, or related experience.

• 5+ years of people leadership experience.

• Strong analytical skills with the ability to interpret workforce data and convert insights into actions.

• Strong knowledge of HR best practices and employment law compliance.

• Exceptional executive communication skills-written, verbal, and presentation.

• Demonstrated capability to lead complex cross-functional initiatives with minimal supervision.

• Ability to balance strategic thinking with hands-on execution.

• Excellent conflict resolution skills.

• Highly organized, resourceful, and comfortable working in an ambiguous, fast-paced environment.

SUCCESS PROFILE:

The ideal candidate is

• A strategic thinker who can also execute tactically.

• A proactive problem-solver who anticipates needs and removes barriers.

• A strong communicator skilled at synthesizing information for executive audiences.

• Comfortable working with data, dashboards, and trend analysis.

• A trusted partner who manages confidential and sensitive information with discretion.

• Someone who thrives in a role with shifting priorities and broad scope.

This is a hybrid role based in St. Louis. In-office days are Tuesdays, Wednesdays and Thursdays.

#LI-hybrid

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)