Head of Talent Acquisition Center of Excellence

Post Consumer Brands•Lakeville, MN

2d•Onsite

About The Position

Post Consumer Brands, a business unit of Post Holdings, Inc., is seeking a Head of Talent Acquisition to lead and build a modern, PCB-wide TA function during a period of transformation. This leader will shape how the company attracts, assesses, and hires talent while ensuring consistent delivery against critical hiring needs. The role establishes a scalable operating model while ensuring effective hiring delivery across corporate, manufacturing, and early career hiring. It requires a balance of strategic leadership, hands-on execution, and strong influence across a matrixed organization.

Requirements

Minimum 12+ years of progressive Talent Acquisition experience, including 5+ years as the most senior TA leader within an organization (e.g., Head of Talent Acquisition or equivalent)
Manufacturing industry experience required
CPG experience strongly preferred
Demonstrated success leading Talent Acquisition at scale within a complex, multi-site organization
Proven experience building or transforming recruiting functions, processes, and operating models
Experience leading or scaling Early Careers programs, including campus recruiting and internship-to-full-time pipelines
Experience applying Lean methodology within an administrative or internal service function (e.g., HR, TA, shared services), including process mapping, flow optimization, and standard work
Strong ability to drive process discipline, prioritization, and execution in environments where roles and ownership may be evolving
Experience developing and presenting business cases to senior executives, including the ELT, with clear linkage to business and financial outcomes (e.g., EBITDA)
Track record of using data, metrics, and external benchmarking to influence decisions and improve performance
Demonstrated ability to influence senior leaders and build credibility quickly across stakeholders
Experience leading and developing teams, with a focus on elevating capability in strategic thinking, prioritization, and data-driven decision-making
Ability to operate effectively in ambiguous environments, create clarity, and drive action
High level of accountability, ownership, and focus on measurable results

Nice To Haves

Ability to be Agile – Moving quickly and adapting to changes in real-time.
Ability to be Simple – Simplifying the complex to enable quick, aligned decision making.
Be Bold – Taking the risk to lead, to appropriately challenge, to have an informed point of view. Ability to influence at all levels of management up to and including the CEO.
Win as One – Leveraging the diversity and skills of the whole team to win on shared objectives. Excellent relationship building skills and ability to provide exceptional customer service.
Act Like an Owner – Keeping the needs of the enterprise in mind with all decisions. Attention to detail and excellent project management skills.
Do Right by coworkers and customers.
Bring Joy – Taking work seriously, but not yourself.

Responsibilities

Defining and implementing the Talent Acquisition Center of Excellence (COE)
Establishing consistent processes, performance metrics, and reporting frameworks leveraging existing TA Technology while influencing the future technical stack
Applying Lean and Continuous Improvement methodology, including process mapping, waste elimination, SLA definition, and standard work, to improve efficiency and scalability
Leading full-cycle recruiting delivery across PCB, including direct involvement in executive and high-impact searches
Leading and evolving Early Careers programs, including internship and campus strategies, conversion to full-time hiring, and alignment to emerging workforce needs and long-term leadership pipeline priorities
Coaching and developing a team of recruiters and TA leaders, with a focus on advancing sourcing capabilities, strategic thinking, and use of data to deliver for the business
Partnering with HR, business leadership, Finance, and HR Technology to align hiring strategies with business needs and constraints
Presenting talent strategies and business cases to senior leadership, including the ELT, grounded in data and aligned to business and financial outcomes (including EBITDA)
Navigating cross-functional dependencies, including HRIT systems and enterprise processes, to drive outcomes despite constraints