Senior Human Resources Manager

Nestle Operational Services Worldwide SA•Bridgewater Township, NJ

8d•$150,000 - $170,000

About The Position

At Nestlé Health Science, we believe that nutrition, science, and wellness must merge, not collide. Here, we embrace the intrinsic connections of these three pillars, harnessing their collective strength to empower healthier lives. Our broad product portfolio includes renowned brands like Garden of Life®, Nature's Bounty®, Vital Proteins®, Orgain®, Nuun®, BOOST®, Carnation Breakfast Essentials®, Peptamen®, Compleat Organic Blends®, and more. We also have extensive pharmaceutical expertise, offering innovative medicines that aim to prevent, manage, and treat gastrointestinal and metabolic-related diseases. At Nestlé Health Science, we bring our best for better lives. Our people are challenged to bring fresh, diverse views and make bold moves to empower healthier lives through nutrition. We know brilliant ideas can come from anyone, anywhere. Here we embrace the entrepreneurial spirit and collaborate with teams that champion focused and forward thinking. We are committed to fostering professional growth and celebrating the achievements of our people along the way. We offer dynamic career paths, robust development, opportunities to learn from talented colleagues around the globe, and benefits that support physical, financial, and emotional wellbeing. Join us to innovate for impact and reimagine the future of health and nutrition for patients and consumers. Position Summary: The Sr. HR Manager serves as a strategic business partner to leaders and provides end-to-end Human Resources leadership across assigned client groups of Supply Chain and Corporate Operations within the Holistic Health organization. This role leads and executes a broad range of HR services, including organizational design, talent and succession planning, employee relations, performance management, employee development, compensation support, change management, policy interpretation, compliance, and workforce planning. The Sr. HR Manager partners closely with the HR Director and business leaders to develop and implement people strategies that support business priorities, strengthen organizational effectiveness, and drive a high-performing, engaged, and inclusive culture.

Requirements

Bachelor’s degree in Human Resources, Business, or a related field.
10+ years of progressive Human Resources experience in large, fast-paced, and complex organizations, including experience supporting business leaders in an HR Business Partner, HR Generalist, or equivalent role.
Demonstrated experience advising leaders on employee relations, performance management, organizational design, talent planning, and change management.
Strong knowledge of federal, state, and local employment laws and HR compliance requirements.
Experience conducting workplace investigations and managing sensitive employee matters with sound judgment and confidentiality.
Strong analytical capability with experience using people data and HR reporting to identify trends and inform recommendations.
Excellent verbal, written, facilitation, and presentation skills, with the ability to communicate complex HR matters clearly and effectively.
Strong interpersonal and relationship-building skills, with the ability to influence, coach, and collaborate effectively across levels of the organization.
Demonstrated ability to manage multiple priorities, work independently, and adapt quickly in a dynamic environment.
Proficiency in Microsoft Office Suite and HR systems, with the ability to leverage technology and AI-enabled tools to improve efficiency, communications, and reporting.

Nice To Haves

Demonstrates strong business acumen and the ability to align people strategies with organizational priorities.
Builds trust and credibility through sound judgment, responsiveness, and a solutions-oriented approach.
Effectively influences and coaches leaders through complex people matters and organizational change.
Shows initiative and accountability, with a continuous improvement mindset and the ability to lead projects to completion.
Navigates ambiguity and complexity while balancing business needs, employee experience, and risk considerations.
Communicates with impact and adapts messaging effectively for employees, leaders, and cross-functional stakeholders.
Demonstrates high learning agility, self-awareness, and resilience in a fast-paced environment.
Actively contributes ideas, energy, and leadership to support team success and organizational transformation.
Experience supporting organizational design, talent reviews, workforce planning, and enterprise change initiatives is strongly preferred.
Experience leveraging AI tools to support HR processes, enhance employee communications, streamline reporting and documentation, and improve efficiency in talent, employee relations, and organizational planning activities.

Responsibilities

Partners with the HR Director, HRBP team, and business leaders to develop and execute people strategies aligned to business priorities, organizational goals, and HR functional objectives.
Provide strategic HR leadership and guidance to managers on organizational design, talent planning, workforce planning, succession planning, performance management, employee engagement, and change management.
Serve as a trusted advisor to leaders and employees on employee relations matters, policy interpretation, performance concerns, investigations, conflict resolution, and employment-related risk mitigation.
Lead and support core talent processes, including talent review, succession planning, goal setting, performance cycles, development planning, and talent movement across assigned client groups.
Partner with Talent Acquisition and business leaders on hiring strategies, job descriptions, selection processes, and onboarding to ensure attraction and retention of diverse talent.
Use people data, insights, and reporting to identify trends, inform recommendations, monitor organizational health, and support decision-making for leaders.
Lead or contribute to HR projects and enterprise initiatives, including reorganizations, change efforts, process improvements, employee communications, and business transformation activities.
Ensure HR practices are compliant with company policies and applicable federal, state, and local employment laws and regulations.
Facilitate and deliver key meetings, leader coaching sessions, and training to build management capability and support effective people leadership.
Develop and maintain HR tools, resources, and best practices that improve consistency, efficiency, and the employee and manager experience.
Support ad hoc requests for HR projects or initiatives as needed.