Senior Manager, P&O Business Partner

Mars•Chicago, IL

10d•$134,400 - $184,800

About The Position

The P&O Business Partner, Demand COE and 3D serves as the lead strategic partner to senior leaders across the MSNA Demand COE—Human Intelligence, PESO, and Capabilities—and 3D—DCOM, Digital, and Data. Reporting to the Sr. Director, P&O One Demand, this role translates business priorities into talent, organization, and capability strategies that enable leaders and teams to deliver sustainable net sales growth, margins, earnings, and cash. In a post-integration environment, the role accelerates value creation by strengthening leadership effectiveness, building critical capabilities, harmonizing culture, and optimizing organizational structures to improve execution, productivity, and decision-making across the MSNA operating model.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field
Minimum of 6–8 years of progressive HR experience, with significant tenure as an HR Business Partner supporting a business unit, corporate, shared services, or enterprise-level functions.
Proven expertise in leading organizations through change or strategic alignment.
High-altitude HR capability with proven experience aligning capabilities to business needs.
Understanding of the operational and financial levers of a major regional consumer goods business.
Exceptional communication skills with the capability to challenge, coach, and influence senior leaders constructively.
Proven agility in navigating and simplifying complex matrix and shared capability networks.

Responsibilities

Partner with leaders to shape business priorities into robust, functional people strategies.
Design, optimize, and align functional structures to seamlessly support the needs of the regional operating model.
Provide strategic coaching to people leaders, enhancing leadership team performance, functional capability, and collaborative decision-making across matrixed boundaries.
Lead the talent agenda, driving succession planning, high-potential identification, and critical capability building.
Identify capability gaps and partner with Centers of Expertise (CoEs) to deploy targeted development and recruitment strategies.
Ensure a healthy, diverse, and inclusive talent pipeline.
Champion a high-performance, values-driven culture rooted in The Five Principles.
Integrate regional Associate Experience priorities into functional touchpoints, embedding culture and inclusive leadership.