People Director

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: $126,100 - $176,500 Annual Bonus Eligibility Comprehensive Benefits Package Paid Time Off 401k & Company Match

ABOUT THE ROLE

The Director, People is the senior People business partner for assigned corporate functions, including Finance, Marketing, Commercial Strategy, Business Development, Transformation, Business Technology, and other shared services. The role translates business strategy into an integrated people agenda and is accountable for driving organizational effectiveness, leadership capability, workforce planning, talent outcomes, associate engagement, and responsible risk management. The Director advises senior executives, leads enterprise and cross-functional People initiatives, and mobilizes People COEs and business partners to deliver measurable business and workforce outcomes. The role also leads and develops a small team, sets priorities, and ensures consistent, high-quality execution across the supported functions.

KEY RESPONSIBILITIES

• Strategic Business Partnership Serve as the primary People advisor to executive and senior functional leaders, bringing an enterprise perspective to business decisions and operating priorities. Develop and execute multi-year and annual people strategies aligned with functional objectives, enterprise priorities, and the People plan. Translate business needs into clear workforce, organization, talent, culture, and change priorities with defined outcomes, owners, and operating cadence. Use sound judgment to challenge, influence, and align leaders on complex or sensitive people decisions.
• Organizational Effectiveness and Workforce Strategy Lead organization design, operating model, role clarity, spans and layers, and capability planning efforts that improve effectiveness, scalability, and decision quality. Lead strategic workforce planning by assessing capacity, critical skills, location strategy, succession risk, and future talent demand. Apply workforce data, external insights, and business context to identify trends, frame options, and recommend action. Lead the people strategy and adoption plan for transformations, restructures, integrations, and other significant organizational changes.
• Talent and Leadership Own the quality and execution of talent review, succession planning, performance, potential, and development processes across assigned functions. Coach senior leaders to strengthen leadership effectiveness, team performance, accountability, and inclusive decision-making. Partner with Talent COEs and leaders to build diverse succession pipelines, accelerate critical talent, and improve internal mobility and retention.
• Associate Experience, Culture and Engagement Diagnose engagement and culture opportunities and hold leaders accountable for focused, measurable action plans. Champion an inclusive, high-performance culture through leader behavior, team practices, recognition, communication, and change leadership. Monitor workforce sentiment and organizational health, surfacing material themes and recommendations to leadership.
• Associate Relations, Compliance & Risk Provide leadership on complex, high-risk associate relations matters and investigations, partnering with Legal, Compliance, and other specialists as appropriate. Ensure fair and consistent application of policies, practices, and employment requirements while balancing associate experience and business needs. Identify emerging people risks, establish mitigation plans, and escalation significant issues with clear facts, options, and recommendations.
• People Leadership and Functional Excellence Lead, coach, and develop the People team by setting clear priorities, standards, decision rights, and development expectations. Orchestrate support across People COEs and shared services, clarifying ownership and ensuring an integrated experience for leaders and associates. Improve People routines, tools, and processes to increase quality, speed, consistency, and strategic capacity. Communicate progress, risks, and outcomes through concise executive updates, workforce insights, and people scorecards.

LEADERSHIP COMPETENCIES

• Situational Adaptability : Adapts approach and attitude in real time according to the changing demands of different situations.
• Manages Ambiguity : Operations effectively, even when things are not certain, or the way forward is not clear.
• Drives Engagement : Creates a climate where people are motivated to do their best to help the organization achieve its objectives.
• Drives Vision and Purpose : Paints a compelling picture of the vision and strategy that motivates others to action.
• Ensures Accountability : Holds self and others accountable to meet commitments.
• Challenges and Aligns : Challenges Grupo Bimbo to get better results aligned with the Business Plan.
• Manages Complexity : Makes sense of complex, high quantity, and sometimes contradictory information to effectively solve problems.
• Strategic Mindset : Sees ahead to future possibilities and translates them into breakthrough strategies.

REQUIRED QUALIFICATIONS

• Experience 10+ years of progressive People or Human Resources experience, including broad HR business partnership responsibility. 5+ years advising senior executives and leading complex people and organization initiatives in a corporate or matrixed environment. Demonstrated success in organization design, workforce planning, talent management, change leadership, executive coaching, and complex associate relations. Experience leading a team and influencing outcomes across COEs and stakeholders without direct authority. Experience supporting corporate functions such as Finance, Marketing, Sales or Commercial, Business Technology, Transformation, or shared services. Strong business, analytical, executive communication, and judgment capabilities.
• Education and Preferred Credentials Bachelor's degree in Human Resources, Business Administration, Organizational Development, Communications, or a related field required. Master's degree or J.D. preferred. SHRM-SCP, SPHR, or equivalent professional certification preferred.

HOW SUCCESS IS MEASURED

• Business and People Strategy Alignment A clear people agenda is aligned to functional priorities, translated into executable plans, and reviewed through a consistent leadership cadence.
• Organizational Effectiveness Organization design, workforce, and capability actions improve role clarity, decision speed, capacity, scalability, and delivery against business priorities.
• Talent and Succession Health Critical roles have credible succession coverage; talent decisions are differentiated and evidence-based; development, mobility, and retention actions are completed for priority talent.
• Leadership Capability and Accountability Senior leaders demonstrate stronger coaching, performance management, change leadership, and accountability, with commitments completed and issues addressed promptly.
• Engagement and Culture Supported functions show measurable progress on prioritized engagement and culture opportunities, with leaders owning focused action plans and follow-through.
• Change Adoption Major people and business changes achieve defined adoption outcomes, supported by effective stakeholder alignment, communication, capability building, and risk management.
• Associate Relations and Risk Complex matters are resolved fairly, consistently, and promptly; material people risks are identified early, documented, and mitigated in partnership with appropriate stakeholders.
• People Team and Partnership Effectiveness The People team and COE network deliver an integrated, trusted, and responsive experience, with clear ownership, strong execution, and disciplined use of data and resources.

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.