People Manager

Have you ever enjoyed Arnold®, Brownberry® or Oroweat® bread? A Thomas’® English muffin or bagel? Or perhaps snacked on a Sara Lee®, Entenmann’s® or Marinela® cake or donut? If the answer is yes, then you know Bimbo Bakeries USA! More than 20,000 associates in bakeries, sales centers, offices and on sales routes work to ensure our consumers have the freshest products at every meal. In addition to competitive pay and benefits, we provide a safe and inclusive work environment that appreciates diversity, promotes development and allows our associates to be their authentic selves. #LI-VB1 Come join the largest baking company in the world and our family of 20,000 associates nationwide!

Top Reasons to Work at Bimbo Bakeries USA: Salary Range: $94,300 - $122,600 Annual Bonus Eligibility Comprehensive Benefits Package Paid Time Off 401k & Company Match

ABOUT THE ROLE

The Manager, People serves as the day-to-day People business partner for assigned Corporate functions, which may include Finance, Marketing, Commercial Strategy, Business Development, Transformation, Legal, Procurement, Business Technology, and other corporate teams. Reporting to the Manager, People, this role translates functional priorities into practical people plans and delivers core People processes that strengthen organizational effectiveness, leader capability, talent development, associate engagement, and the associate experience.

The Manager provides timely guidance to leaders and associates, independently resolves routine to moderately complex matters, and escalates high-risk, highly sensitive, or enterprise-impacting issues with clear facts and recommendations. The role leads a small team and coordinates with People Centers of Excellence and shared services to ensure consistent, high-quality execution.

KEY RESPONSIBILITIES

• Business Partnership & Execution Partner with functional leaders to understand business priorities and translate them into practical workforce, talent, engagement, and organizational actions.
• Provide day-to-day coaching and guidance on performance management, team effectiveness, associate development, policy application, and change execution.
• Use workforce data and associate insights to identify themes, recommend actions, and support informed decisions.
• Execute the people plan for assigned functions and provide the Director, People with clear updates on progress, risks, and support needed.
• Talent Management and Development Coordinate and facilitate talent reviews, succession planning, performance processes, and development planning for assigned functions.
• Partner with leaders and Talent COEs to identify critical talent, development priorities, internal mobility opportunities, and retention actions.
• Support recruiting, selection, onboarding, and integration for priority roles in partnership with Talent Acquisition.
• Deliver or facilitate leadership, compliance, and professional development programs and reinforce application on the job.
• Associate Relations and Leadership Support Manage routine to moderately complex associate relations matters, workplace concerns, investigations, conflict resolution, and performance issues in a fair and timely manner.
• Guide leaders through documentation, performance improvement, corrective action, and difficult conversations.
• Apply company policies and employment practices consistently, partnering with the Director, Legal, Compliance, or other specialists when risk or complexity warrants escalation.
• Maintain confidentiality and accurate case documentation while promoting respect, accountability, and inclusion.
• Organizational Effectiveness and Change Support organization design, restructuring, role clarification, job description maintenance, and workforce planning activities.
• Coordinate change plans, stakeholder communication, leader readiness, and associate adoption activities for functional initiatives.
• Identify practical improvements to team structure, ways of working, role clarity, engagement, and productivity.
• Monitor implementation commitments and follow through with leaders to ensure actions are completed.
• Associate Experience, Engagement and Programs Coordinate engagement, organizational health, and other associate surveys, including communications, participation support, results review, and action planning.
• Facilitate listening sessions and synthesize themes, risks, and recommended actions for leaders.
• Administer assigned associate programs and annual processes, including Benefits Open Enrollment and other corporate People initiatives.
• Respond to associate inquiries accurately and promptly, resolving issues or routing them to the appropriate People resource.
• Support culture, recognition, inclusion, well-being, and communication initiatives across assigned functions.
• People Operations, Analytics and Team Leadership Partner with People COEs and shared services across compensation, benefits, talent acquisition, talent development, HR systems, and associate services.
• Maintain required associate records and documentation, including confidential files and Form I-9 records, in accordance with established requirements.
• Analyze turnover, headcount, engagement, retention, talent, and other workforce measures; prepare reports and insights for leaders and the Director, People.
• Lead and develop team members by setting priorities, clarifying expectations, providing coaching, and ensuring accurate, timely service delivery.
• Improve local People processes, templates, and routines to strengthen consistency, efficiency, and the associate experience.

LEADERSHIP COMPETENCIES

• Situational Adaptability : Adapts approach and attitude in real time according to the changing demands of different situations.
• Drives Engagement : Creates a climate where people are motivated to do their best to help the organization achieve its objectives.
• Ensures Accountability : Holds self and others accountable to meet commitments.
• Manages Complexity : Makes sense of complex, high quantity, and sometimes contradictory information to effectively solve problems.
• Instills Trust : Gains the confidence and trust of others through honesty, integrity and authenticity.
• Drives Results : Consistently achieve results, even under tough circumstances.
• Build Effective Teams : Builds strong-identity teams that apply their diverse skills and perspectives to achieve common goals
• Decision Quality : Makes good and timely decisions that keep the organization moving forward.

REQUIRED QUALIFICATIONS

• Experience 5+ years of progressive People, Human Resources, or HR business partner experience.
• Demonstrated experience in associate relations, performance management, talent processes, leader coaching, and organizational change.
• Experience supporting corporate or operational functions in a matrixed environment.
• Experience leading or coaching others, coordinating work, or supervising a small team.
• Working knowledge of employment law, People practices, Microsoft 365, and HR information systems.
• Strong communication, organization, relationship-building, analytical, and problem-solving capabilities.
• A combination of education, training, and experience that demonstrates the required capability may be considered.
• Education and Preferred Credentials Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field.
• Master's degree in Human Resources, Business, or a related discipline preferred.
• PHR, SPHR, SHRM-CP, SHRM-SCP, or equivalent certification.
• Experience supporting transformation or change initiatives and using workforce analytics to inform action.

HOW SUCCESS IS MEASURED

• People Plan Execution Agreed workforce, talent, engagement, and organizational actions are delivered on time, with risks and dependencies communicated early.
• Leader and Associate Support Leaders and associates receive timely, accurate, practical guidance, and routine issues are resolved at the appropriate level.
• Talent Process Quality Talent reviews, succession, performance, development, recruiting, and onboarding activities are completed with strong preparation, follow-through, and documentation.
• Associate Relations and Compliance Matters are handled consistently, fairly, promptly, and confidentially; required records are accurate; higher-risk issues are escalated appropriately.
• Engagement and Associate Experience Survey, listening, recognition, well-being, and culture actions are executed effectively, with leaders completing focused follow-up commitments.
• Change and Organizational Effectiveness Assigned organization and change activities are implemented with clear roles, communication, action tracking, and adoption support.
• Insights and Reporting Workforce reports and dashboards are accurate, timely, and translated into useful observations and recommended actions.
• Team and Partnership Effectiveness Team members have clear priorities and development support, and COE and shared-service partnerships deliver an integrated, responsive experience.

WORK ENVIRONMENT AND PHYSICAL DEMANDS

This role is primarily sedentary and performed in a professional office environment. The following physical requirements are representative of those that must be met to successfully perform the essential functions of this position. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions. Remaining stationary for extended periods while operating a computer and other standard office equipment. Occasional movement within the office to access files, equipment, or attend meetings. Ability to communicate clearly and exchange accurate information with others in person, via telephone/video calls, and in writing. Ability to observe details at close range for the purpose of reading and preparing documents, presentations, and data analysis.

Bimbo Bakeries USA is an equal opportunity employer with a policy that provides equal employment opportunity for applicants and employees regardless of race, color, religion, sex (including pregnancy, sexual orientation, or gender identity), national origin, age, disability, genetic information, marital status, veteran status, any other classification protected by law. It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.