P&C Lead (HR Lead)

Philip Morris International U.S.•Aurora, CO

12h•$114,000 - $143,000•Onsite

About The Position

P&C Lead (HR Lead) – Aurora, CO (onsite) Be a part of a revolutionary change! At Philip Morris International (PMI), we’ve chosen to do something incredible. We’re totally transforming our business and building our future on one clear purpose – to deliver a smoke-free future. With huge change, comes huge opportunity. So, if you join us, you’ll enjoy the freedom to dream up and deliver better, brighter solutions and the space to move your career forward in endlessly different directions. Our success depends on people who are committed to our purpose and have an appetite for progress. Your ‘day to day’: Business & Strategy Partnership Act as a trusted advisor to factory leadership, deploying business strategy through a people, capability, and culture lens. Support the Site Manager People & Culture in translating strategic priorities into actionable people plans for the site. Provide data-driven insights and recommendations that improve leadership decision-making and business outcomes Workforce & Organization Design Support workforce planning aligned to strategic priorities Design necessary components of organization structures (job descriptions, capabilities, career ladders) Partner with P&C Manager, Leadership and Finance in support of workforce planning needs, deployment and tracking. Communicate headcount requirement updates to Talent Acquisition and monitor execution against plan using agreed KPIs. Talent Development, Leadership & Succession Support the Site Manager P&C in Talent Review and year end performance process Partner with P&C CoEs to deploy PMI talent and leadership development solutions with strong business adoption. Conduct learning needs analysis, propose and validate training plans, and design/deliver employee development content. Drive adherence to on-site performance management programs, ensuring quality goal setting, differentiation, and consequence management. Coach leaders on employee development conversations and Individual Development Plans (IDPs) Track sourcing and hiring effectiveness with Hiring Managers and Talent Acquisition, using data to identify improvement opportunities Culture, Change & Transformation Serve as a change leader for major transformations (AI deployment, operating model changes, process and policy rollouts). Lead and participate in P&C and business projects. Ensure alignment and collaboration with Legal, Policy, Global mobility, and COE’s. Reinforce PMI DNA culture and values, translating them into communicable everyday leadership behaviors. Utilize organizational health plans (engagement, effectiveness, and readiness) to drive targeted interventions. Identify organizational health gaps and propose improvement solutions. Facilitate feedback mechanisms to understand employee sentiment if needed outside of normal cadence or channels. Enable leaders to lead change locally, rather than delegating change ownership to P&C Rewards, Employee Experience, Culture & Change Management Drive the design and governance of reward and recognition strategies aligned with performance outcomes, critical skills, and market dynamics. Act as steward of the end-to-end employee experience, ensuring coherence across lifecycle moments. Champion and reinforce organizational culture, ensuring alignment with values, leadership behaviors, and business priorities Support and enable change management by: Translating business and organizational changes into clear people impacts Supporting leaders through transitions to drive adoption and sustained behavior change Identifying cultural or engagement risks during periods of change. Partner with Internal Communications to effectively cascade P&C content, employee experience initiatives, and change communications Proactively manage people-related risk, including reputation, compliance, culture, and leadership behavior Governance, Risk & Project Management Ensure people decisions comply with labor law, company policy, and ethical standards across geographies. Lead and support P&C and business projects with cross functional alignment. Support the Manager of P&C/ P&C Dept in preparing project updates, risk summaries, and escalation materials for leadership Who we’re looking for: Minimum 5 years’ experience in a People & Culture / HR function, either as an HRBP or specialist in a large-scale organization. College/University Bachelor’s or Master’s degree in Human Resources, Business Administration, Management, or equivalent education. Demonstrated experience supporting a manufacturing or operational site. Strong experience in employee relations, performance management, workforce planning, and leadership coaching. Proven ability to use people data and KPIs to inform decisions and influence leaders. Working knowledge of Colorado and U.S. federal labor law. Legally authorized to work in the U.S. Fluent English. PC literate (Word, Excel, PowerPoint); intermediate proficiency preferred. Comfortable navigating human–AI collaboration and leveraging AI tools responsibly. Experience with Lean Manufacturing systems (IWS, TPM, WCM, IOS). Experience building factory workforce capabilities and supporting site start-up or expansion. Hands-on experience designing and implementing culture change, career frameworks, and reward & recognition programs. Exposure to AI-enabled HR tools or human–AI collaboration in people processes High integrity, confidentiality, and sound judgment. Critical thinking and resilience in fast-paced operational environments. Strong collaboration and teamwork across all organizational levels. Customer-centric, results-oriented mindset. Project and stakeholder management capability. Consulting and influencing skills to guide leaders toward effective people decisions. Demonstrated change leadership capability in evolving or ambiguous contexts. Growth mindset with adaptability and continuous learning orientation. Strong facilitation skills for trainings, workshops, and feedback discussions. Data literacy with ability to interpret dashboards, trends, and analytics. Proactive problem-solving with strong ownership and follow-through. Relationship-building skills that foster trust, alignment, and partnership Annual Base Salary Range: $114,000 - $143,000 What we offer We offer a competitive base salary, annual bonus (applicable based on level of position), great medical, dental and vision coverage, 401k with a generous company match, incredible wellness benefits, commuter benefits, pet insurance, generous PTO, and much more! We have implemented Smart Work, a hybrid model of working that promotes flexibility in the workplace. Seize the freedom to define your future and ours. We’ll empower you to take risks, experiment and explore. Be part of an inclusive, diverse culture where everyone’s contribution is respected; Collaborate with some of the world’s best people and feel like you belong. Pursue your ambitions and develop your skills with a global business – our staggering size and scale provides endless opportunities to progress. Take pride in delivering our promise to society: To improve the lives of millions of smokers. PMI is an Equal Opportunity Employer. PMI is headquartered in Stamford, Conn., and its U.S. affiliates have more than 3,000 employees. PMI has been an entirely separate company from Altria and Philip Morris USA since 2008. PMI’s affiliates first entered the U.S. market following the company’s acquisition of Swedish Match in late 2022. Philip Morris International and its U.S. affiliates are working to deliver a smoke-free future. Since 2008, PMI has invested $12.5 billion globally to develop, scientifically substantiate and commercialize innovative smoke-free products for adults who would otherwise continue to smoke with the goal of transitioning legal-age consumers who smoke to better alternatives. In 2022, PMI acquired Swedish Match – a leader in oral nicotine delivery – creating a global smoke-free champion led by the IQOS and ZYN brands. The U.S. Food and Drug Administration has authorized versions of PMI’s IQOS electronically heated tobacco devices and Swedish Match’s General snus as Modified Risk Tobacco Products and renewal applications for these products are presently pending before the FDA. For more information, please visit www.pmi.com/us and www.pmiscience.com. #PMIUS #LI-JP1

Requirements

Minimum 5 years’ experience in a People & Culture / HR function, either as an HRBP or specialist in a large-scale organization.
College/University Bachelor’s or Master’s degree in Human Resources, Business Administration, Management, or equivalent education.
Demonstrated experience supporting a manufacturing or operational site.
Strong experience in employee relations, performance management, workforce planning, and leadership coaching.
Proven ability to use people data and KPIs to inform decisions and influence leaders.
Working knowledge of Colorado and U.S. federal labor law.
Legally authorized to work in the U.S.
Fluent English.
PC literate (Word, Excel, PowerPoint); intermediate proficiency preferred.
Comfortable navigating human–AI collaboration and leveraging AI tools responsibly.
High integrity, confidentiality, and sound judgment.
Critical thinking and resilience in fast-paced operational environments.
Strong collaboration and teamwork across all organizational levels.
Customer-centric, results-oriented mindset.
Project and stakeholder management capability.
Consulting and influencing skills to guide leaders toward effective people decisions.
Demonstrated change leadership capability in evolving or ambiguous contexts.
Growth mindset with adaptability and continuous learning orientation.
Strong facilitation skills for trainings, workshops, and feedback discussions.
Data literacy with ability to interpret dashboards, trends, and analytics.
Proactive problem-solving with strong ownership and follow-through.
Relationship-building skills that foster trust, alignment, and partnership

Nice To Haves

Experience with Lean Manufacturing systems (IWS, TPM, WCM, IOS).
Experience building factory workforce capabilities and supporting site start-up or expansion.
Hands-on experience designing and implementing culture change, career frameworks, and reward & recognition programs.
Exposure to AI-enabled HR tools or human–AI collaboration in people processes

Responsibilities

Act as a trusted advisor to factory leadership, deploying business strategy through a people, capability, and culture lens.
Support the Site Manager People & Culture in translating strategic priorities into actionable people plans for the site.
Provide data-driven insights and recommendations that improve leadership decision-making and business outcomes
Support workforce planning aligned to strategic priorities
Design necessary components of organization structures (job descriptions, capabilities, career ladders)
Partner with P&C Manager, Leadership and Finance in support of workforce planning needs, deployment and tracking.
Communicate headcount requirement updates to Talent Acquisition and monitor execution against plan using agreed KPIs.
Support the Site Manager P&C in Talent Review and year end performance process
Partner with P&C CoEs to deploy PMI talent and leadership development solutions with strong business adoption.
Conduct learning needs analysis, propose and validate training plans, and design/deliver employee development content.
Drive adherence to on-site performance management programs, ensuring quality goal setting, differentiation, and consequence management.
Coach leaders on employee development conversations and Individual Development Plans (IDPs)
Track sourcing and hiring effectiveness with Hiring Managers and Talent Acquisition, using data to identify improvement opportunities
Serve as a change leader for major transformations (AI deployment, operating model changes, process and policy rollouts).
Lead and participate in P&C and business projects.
Ensure alignment and collaboration with Legal, Policy, Global mobility, and COE’s.
Reinforce PMI DNA culture and values, translating them into communicable everyday leadership behaviors.
Utilize organizational health plans (engagement, effectiveness, and readiness) to drive targeted interventions.
Identify organizational health gaps and propose improvement solutions.
Facilitate feedback mechanisms to understand employee sentiment if needed outside of normal cadence or channels.
Enable leaders to lead change locally, rather than delegating change ownership to P&C
Drive the design and governance of reward and recognition strategies aligned with performance outcomes, critical skills, and market dynamics.
Act as steward of the end-to-end employee experience, ensuring coherence across lifecycle moments.
Champion and reinforce organizational culture, ensuring alignment with values, leadership behaviors, and business priorities
Support and enable change management by:
Translating business and organizational changes into clear people impacts
Supporting leaders through transitions to drive adoption and sustained behavior change
Identifying cultural or engagement risks during periods of change.
Partner with Internal Communications to effectively cascade P&C content, employee experience initiatives, and change communications
Proactively manage people-related risk, including reputation, compliance, culture, and leadership behavior
Ensure people decisions comply with labor law, company policy, and ethical standards across geographies.
Lead and support P&C and business projects with cross functional alignment.
Support the Manager of P&C/ P&C Dept in preparing project updates, risk summaries, and escalation materials for leadership