Human Resources Manager

Foods you love. Brands you trust. And a career that empowers you to grow.

At Nestlé USA, we’re all working towards the same goal – to delight and deliver for our consumers. With a rich portfolio of beloved brands, including DiGiorno, Toll House, and Coffee mate, in 97% of U.S. households, we have a unique opportunity – and responsibility – to be there for every moment in our consumers’ lives.

Joining Nestlé means becoming part of an inclusive workplace that inspires innovation, encourages strategic thinking and creativity, and celebrates your achievements. No matter where you work within the organization, you are empowered to challenge the status quo, embrace risk-taking, and pioneer new ideas. Our supportive and collaborative environment encourages bold ambitions and continuous learning so that everyone can grow and thrive.

This position is not eligible for Visa Sponsorship.

The Human Resources Manager serves as a strategic HR partner to assigned corporate functions, translating business priorities and enterprise people strategy into talent, organizational, and employee experience solutions. The role anticipates workforce needs, strengthens leadership and talent pipelines, enables transformation, and builds an engaged, future‑ready workforce.

Using workforce insights, business acumen, and HR expertise, role identifies people and organizational opportunities, develops recommendations, and influences decisions. In partnership with HR Centers of Competence and One Operations partners, the role ensures integrated execution of talent, organization design, workforce planning, performance, employee experience and change priorities while providing sound counsel on employee relations, policy and employment practices.

• Develop and execute a 1- to 2-year people strategy for assigned corporate client groups aligned with business priorities and the One Operations HR Roadmap.
• Build a strong understanding of the business, operating model, priorities, and workforce risks to anticipate people implications and opportunities.
• Serve as a trusted advisor, using independent perspective, sound judgment, HR expertise, and workforce analytics to diagnose issues, shape recommendations, and measure impact.
• Translate enterprise HR strategies, standards, and tools into practical solutions for assigned client groups.
• Partner with HR Centers of Competence to deliver coordinated, scalable solutions with clear ownership, decision‑making, and accountability, avoiding unnecessary duplication or customization.
• Identify solutions and practices that can be standardized or scaled across One Operations and avoid unnecessary duplication or customization.

• Lead performance, talent, succession, development, and related employee lifecycle processes for assigned client groups, ensuring meaningful assessment of talent, readiness, mobility, and development actions.
• Own compensation activities for assigned client groups, including monitoring and planning, salary administration, incentive plans, job analysis, and position planning, in partnership with the Compensation Center of Competence and within enterprise guidelines.
• Assess current and future workforce capabilities and translate critical skill and leadership gaps into measurable workforce and development plans aligned to business priorities.
• Partner with One Ops Learning & Development on scalable solutions for identified capability gaps.
• Strengthen individual and team effectiveness through coaching, talent insights, targeted development, and consistent application of Nestlé leadership expectations across performance, talent, succession, onboarding,…