Director, HR Manager, HR​/Recruitment

Have you ever enjoyed Arnold®, Brownberry® or Oroweat® bread? A Thomas’® English muffin or bagel? Or perhaps snacked on a Sara Lee®, Entenmann’s® or Marinela® cake or donut? If the answer is yes, then you know Bimbo Bakeries USA! More than 20,000 associates in bakeries, sales centers, offices and on sales routes work to ensure our consumers have the freshest products at every meal.

In addition to competitive pay and benefits, we provide a safe and inclusive work environment that appreciates diversity, promotes development and allows our associates to be their authentic selves. #LI-VB1

Come join the largest baking company in the world and our family of 20,000 associates nationwide!

Top Reasons to Work at Bimbo Bakeries USA:
Salary Range: $126,100 - $176,500 Annual Bonus Eligibility Comprehensive Benefits Package Paid Time Off 401k & Company Match

The Director, People is the senior People business partner for assigned corporate functions, including Finance, Marketing, Commercial Strategy, Business Development, Transformation, Business Technology, and other shared services. The role translates business strategy into an integrated people agenda and is accountable for driving organizational effectiveness, leadership capability, workforce planning, talent outcomes, associate engagement, and responsible risk management. The Director advises senior executives, leads enterprise and cross-functional People initiatives, and mobilizes People COEs and business partners to deliver measurable business and workforce outcomes.

The role also leads and develops a small team, sets priorities, and ensures consistent, high-quality execution across the supported functions.

• Strategic Business Partnership Serve as the primary People advisor to executive and senior functional leaders, bringing an enterprise perspective to business decisions and operating priorities. Develop and execute multi-year and annual people strategies aligned with functional objectives, enterprise priorities, and the People plan. Translate business needs into clear workforce, organization, talent, culture, and change priorities with defined outcomes, owners, and operating cadence.
  
  Use sound judgment to challenge, influence, and align leaders on complex or sensitive people decisions.
• Organizational Effectiveness and Workforce Strategy Lead organization design, operating model, role clarity, spans and layers, and capability planning efforts that improve effectiveness, scalability, and decision quality. Lead strategic workforce planning by assessing capacity, critical skills, location strategy, succession risk, and future talent demand. Apply workforce data, external insights, and business context to identify trends, frame options, and recommend action. Lead the people strategy and adoption plan for transformations, restructures, integrations, and other significant organizational changes.
• Talent and Leadership Own the quality and execution of talent review, succession planning, performance, potential, and development processes across assigned functions. Coach senior leaders to strengthen leadership effectiveness, team performance, accountability, and inclusive decision-making. Partner with Talent COEs and leaders to build diverse succession pipelines, accelerate critical talent, and improve internal mobility and retention.
• Associate Experience, Culture and Engagement Diagnose engagement and culture opportunities and hold leaders accountable for focused, measurable action plans. Champion an inclusive, high-performance culture through leader behavior, team practices, recognition, communication, and change leadership. Monitor workforce sentiment and organizational health, surfacing material themes and…