Business Unit Overview

Headquartered in Lakeville, Minn., Post Consumer Brands, a business unit of Post Holdings, Inc., is dedicated to providing people and their pets with delicious food choices for every taste and budget. The company's portfolio includes beloved brands such as Honey Bunches of Oats™, PEBBLES™, Grape-Nuts™ and Malt-O-Meal™ cereal and Peter Pan™ peanut butter, as well as Rachael Ray® Nutrish™, Kibbles 'n Bits™ and 9Lives™ dog and cat food. Post also provides private label solutions to customers in pet food, cereal, nut butters and granola. As a company committed to high standards of quality and to our values, we are driven by one idea: To make lives better by making delicious food accessible for all. For more information about our brands, visit www.postconsumerbrands.com and follow us on LinkedIn or Facebook for the latest news.

Location Description
The Meadville, Pennsylvania facility is 135,000 square feet and home to about 290 hard working team members who are proud to produce iconic pet food brands like Rachael Ray® Nutrish®. Located along the banks of French Creek in Northwestern Pennsylvania and 45 minutes from Pittsburgh, Meadville is home to more than 13,000 full time residents and 2,000 Allegheny College students. Meadville is an active center for business, industry, education, the arts, recreation, service and tourism. Conneaut Lake, Pymatuning State Park and the Erie National Wildlife Refuge are wonderful places to appreciate the area's natural beauty.

Responsibilities
The Learning and Development (L&D) Business Partner serves as the site-level learning and development lead, responsible for creating and sustaining a culture that values and prioritizes the ongoing learning and development of all employees. The L&D Business Partner must be able to establish credibility and deliver high quality programs both directly and by building a strong network of local trainers. In addition to building a strong learning culture, primary areas of responsibility include program and project management, learning technology and data management, training content development and delivery, train-the-trainer, stakeholder management and change management. This role reports to the Sr. Manager of Manufacturing L&D and is a member of the L&D Community of Practice. Ongoing skill and career development for all employees is a critical part of our talent strategy at Post Consumer Brands; the L&D Business Partner is central to bringing this strategy to life.

Responsibilities and Accountabilities:
Learning Culture and Stakeholder Management
•Serves as site-level learning and development lead and champion; partners closely with site leaders to create and sustain a culture that values and creates time and dedicates resources for meeting learning objectives.
•Facilitates strong relationships and connections between shifts via effective communications and shift transfer meetings; occasionally available to work off-shifts (2nd and 3rd), including holidays and weekends.
•Leads and mentors others in the usage of Problem Solving tools, such as Go-See-Think-Do’s, the 8-Step Problem Solving Methodology, 5S, and more.
•Actively participates in and contributes to a Learning and Development community of practice. Stays up to date on emerging trends in Learning and Development, actively engages in continuing education, contributes to building a stronger enterprise learning and development community.

Training Development and Delivery
•Partners closely with central L&D and peer network to identify training needs, contributing to curriculum development and content/program design.
•Partners with HR to develop and deliver onboarding training, including New Hire Orientation.
•Develops and implements a train-the-trainer model, ensuring job instruction trainers are prepared to execute localized training programs effectively.
•In collaboration with central L&D and in keeping with standards, makes minor changes to custom content on an ad hoc basis using authoring tools (e.g. Articulate).
Program & Project Management
•Builds annual training calendar in close collaboration with site stakeholders, network L&D peers and central L&D.
•Ensures plans and resources are in place to effectively execute on annual training calendar and priorities; effectively navigates competing site-level needs with network standards.
•Oversees the preparation and roll out of training programs, coordinating with trainers and managing logistics to ensure smooth delivery.
•Collaborates with site stakeholders to identify and prioritize learning gaps; puts plans in place to address both short-term tactical gaps and long-term strategic gaps.
•Serves as Standard Work Pillar Steering Team Lead; directs a cross-functional team charged with building and sustaining a culture of Continuous Improvement.
Learning Technology and Data Management
•Site-level learning management system (LMS) administrator. Loads computer-based content, tracks ILT attendance, pulls standard reports, provides audit support, aligns to enterprise LMS standards. Fluent in Sumtotal LMS.
•Site-level Redzone Learning Module administrator. Accountable for ensuring proper configuration of the software following PCB’s enterprise standards.
•Populates learning management system and assists in developing operator task lists and job break-down sheets.
•Site level owner for all learning metrics and reporting. Provides standard metrics and reporting to site leadership; collaborates with central L&D to provide rollup metrics for assessing network L&D health.
•Analyzes training data to measure effectiveness, identify areas of improvement and generate insights.

Qualifications
Education:
• Bachelor’s degree in Education, Psychology, or Business-related discipline or equivalent experience required.
 
Experience:
•4+ years’ experience in a full-time training, education, or learning and development role.
•Experience in a manufacturing environment a plus.
•Excellent facilitator/trainer using adult learning principles to design, develop and deliver learning solutions to meet learning objectives.
• Proficient at using Learning Management Systems; experience with remote and e-Learning preferred.
• Content development experience preferred.
•Experience with measuring and reporting on training effectiveness and business impact.
•Experience coordinating and gaining alignment among a diverse range of stakeholders.
•Excellent verbal and written communication skills.
• Expertise in the development, delivery and evaluation of training initiatives to support ongoing improvements in knowledge, skills, processes and engagement.
• Highly detailed, organized, efficient, and deadline driven on all project and administrative tasks.
•Superior project management skills and ability to steward a team through a project.
•Strong skills in PowerPoint and Microsoft Office (Excel, Word).
This role may require occasional travel (up to approximately 10%

Offers of employment will be determined by factors including but not limited to job-related skills, experience, relevant education and/or training and geographical location of the open position.

We offer competitive pay and comprehensive benefit plans and programs to eligible employees, including but not limited to:

Post Consumer Brands provides equal employment opportunities to all employees and applicants for employment without regard to race, color, religion, gender, sexual orientation, national origin, age, disability, genetic information, marital status, status as a covered veteran and any other category protected under applicable federal, state, provincial and local laws.

The requirements shared represent those the applicant must meet to successfully perform the essential functions of the job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

If you have a disability and you believe you need a reasonable accommodation to search for a job opening or to submit an online application, we welcome you to confidentially inform us. Please contact us at pcb_careers@postholdings.com.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)