Senior HR Program Specialist

Business Unit Overview

Feeding the world is what we do – how we do it is unique. We are not your textbook consumer packaged goods company. While others may be slow to make change happen, Post continuously drives both inorganic and organic growth. Our history is evidence of that fact with over 100 years of heritage and growth from brands that transcend generations like Honey Bunches of Oats, Fruity Pebbles, Malt-O-Meal, Bob Evans, Kibbles 'n Bits, Egg Beaters, Peter Pan peanut butter and more.

Our food service and ingredient businesses supply other products you love for brands, restaurants and stores.

Our offices and manufacturing sites are in more than 60 locations in five countries, and we have 11,500+ employees. Over the past 12 years, Post has made 25+ acquisitions and reached $7.9 billion in net sales in fiscal 2024. During turbulent times of market uncertainty, the food industry has provided a level of stability unlike other industries.

Post Holdings, Inc. is a Fortune 500® company headquartered in Brentwood, a suburb of St. Louis, Missouri. Our casual professional atmosphere encourages team members to collaborate, innovate and support our operating companies. Our passion and drive advance the reputation of our operating companies and brands—together, we make a difference.

The Senior HR Program Specialist plays a pivotal role in executing and optimizing employee-focused initiatives that enhance performance, development and workplace experience. This position supports HR leadership through the administration of performance feedback cycles, training programs, and strategic HR projects. Responsibilities include analyzing performance data, facilitating development plans, managing leave and education assistance programs, and delivering engaging training content. By leveraging employee insights and industry best practices, this role ensures HR programs are impactful and meet organizational goals.

KEY RESPONSIBLITIES

Performance and Feedback

• Develop and deliver training resources, including manager toolkits and live sessions, to empower managers and employees in having effective feedback discussions and goal setting
• Draft communications to effectively guide employees and managers through the annual performance feedback lifecycle
• Analyze employee goals and performance feedback to identify trends and understand key performance indicators (KPIs); provide regular reports to HR leadership
• Create employee development plans in collaboration with people leaders to improve performance in the employee’s current role or prepare for future advancement opportunities
• Review and revise job descriptions with people leaders to ensure they reflect current role expectations, company goals and industry standards
• Support the collection and validation of people leader feedback during the annual Talent Review process

Employee Training

• Develop and deliver interactive live training sessions, workshops, and development programs based on organization and department needs
• Create and maintain technical training materials in multiple formats (job aids, video tutorials) to help employees navigate internal systems, tools, and technologies
• Collaborate with L&D team and subject matter experts to assess training needs and apply effective learning strategies in the development and delivery of training content
• Evaluate training effectiveness through post-session feedback, learning assessments, and performance outcomes to inform future content and delivery methods

Employee Engagement

• In partnership with key stakeholders, design and execute surveys and focus groups that uncover drivers of retention, productivity and growth
• Translate insights into recommendations for Corporate HR programs and solutions that address employee needs and support organization goals
• Plan and deliver programs that foster employee motivation, development and workplace satisfaction
• Monitor program effectiveness by analyzing key metrics; recommend adjustments based on participation, feedback and outcomes

Other HR Programs

• Create onboarding plans with people leaders to ensure employees understand expectations of their role and resources for support
• Maintain and make…