Sr. Manager People & Culture

Philip Morris International U.S.•Washington, DC

7d•$149,600 - $187,000•Hybrid

About The Position

As a Business Partner within the U.S. People & Culture (P&C) team, you will play a pivotal role in advancing PMI’s business and growth by shaping and delivering our people agenda in support of a smoke-free future. You will partner with functional leadership to build and evolve high-performing, agile organizations—strengthening a diverse and sustainable talent pipeline, enabling organizational effectiveness, and coaching leaders to lead through change and deliver results. Working closely with business leaders, you will co-create and execute the U.S. P&C strategy, acting as a trusted advisor and thought partner to build organizations and talent, drive engagement, performance, and capability across teams. Reporting to the Director, People & Culture U.S. for Engaging and Enabling functions, you will bring a hands-on, forward-looking approach to supporting leaders and employees in a dynamic, fast-evolving environment.

Requirements

8–10+ years of progressive HR experience
Minimum 3 years in a strategic HR Business Partner / Generalist role supporting senior stakeholders
Experience in large matrixed organizations
Comfortable operating independently as a solo HRBP
Strong stakeholder management and executive‑level communication skills
Experience with organizational design, workforce planning, and talent development
Employee relations experience required, but not ER‑dominant

Responsibilities

Execute U.S. People & Culture initiatives aligned with global strategy
Partner with functional leaders on organizational design, capability planning, and talent gaps
Support workforce planning and succession planning efforts
Act as a trusted advisor to senior leaders and people managers
Coach leaders on engagement, culture, and people leadership effectiveness
Support change management and team effectiveness initiatives
Drive local engagement initiatives and employee feedback mechanisms
Support learning and development using global People & Culture tools
Partner with leaders on performance cycles, calibration, and feedback
Support internal mobility, promotions, and talent pipeline decisions
Advise employees and managers on career development and growth opportunities
Provide employee relations guidance in partnership with Legal and Compliance
Ensure adherence to U.S. employment laws and internal policies
Serve as the local People & Culture point of contact for the Washington, D.C. office
Collaborate closely with global and regional COEs (Compensation & Benefits, Talent, DEI)
Maintain data integrity, reporting accuracy, and continuous process improvement