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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.

Post Consumer Brands corporate headquarters in Lakeville, Minnesota, is about 20 miles south of Minneapolis and St. Paul. Lakeville has all the benefits of smaller town living with access to everything a large metropolitan area has to offer. Join more than 400 team members collaborating on the two-building campus to help put breakfast on the tables of millions of consumers in North America.

Post Consumer Brands, the home of iconic brands including Pebbles, Honey Bunches of Oats, Kibbles n’ Bits, and Nutrish, is seeking a Head of Talent Acquisition, reporting to the CHRO. This role will lead and build a modern, PCB-wide TA function during a period of transformation. This leader will shape how we attract, assess, and hire talent while ensuring consistent delivery against critical hiring needs.

The Head of Talent Acquisition is responsible for both leading and transforming the TA function. This role establishes a scalable operating model while ensuring effective hiring delivery across corporate, manufacturing, and early career hiring. It requires a balance of strategic leadership, hands‑on execution, and strong influence across a matrixed organization.

• Defining and implementing the Talent Acquisition Center of Excellence (COE)
• Establishing consistent processes, performance metrics, and reporting frameworks leveraging existing TA Technology while influencing the future technical stack
• Applying Lean and Continuous Improvement methodology, including process mapping, waste elimination, SLA definition, and standard work, to improve efficiency and scalability
• Leading full‑cycle recruiting delivery across PCB, including direct involvement in executive and high‑impact searches
• Leading and evolving Early Careers programs, including internship and campus strategies, conversion to full‑time hiring, and alignment to emerging workforce needs and long‑term leadership pipeline priorities
• Coaching and developing a team of recruiters and TA leaders, with a focus on advancing sourcing capabilities, strategic thinking, and use of data to deliver for the business
• Partnering with HR, business leadership, Finance, and HR Technology to align hiring strategies with business needs and constraints
• Presenting talent strategies and business cases to senior leadership, including the ELT, grounded in data and aligned to business and financial outcomes (including EBITDA)
• Navigating cross‑functional dependencies, including HRIT systems and enterprise processes, to drive outcomes despite constraints
• Success in this role requires the ability to build trust quickly, drive clarity in a collaborative environment, and translate strategy into disciplined execution.

• Minimum 12+ years of progressive Talent Acquisition experience, including 5+ years as the most senior TA leader within an organization (e.g., Head of Talent Acquisition or equivalent)
• Manufacturing industry experience required; CPG experience strongly preferred
• Demonstrated success leading Talent Acquisition at scale within a complex, multi‑site organization
• Proven experience building or transforming recruiting functions, processes, and operating models
• Experience leading or scaling Early Careers programs, including campus recruiting and internship‑to‑full‑time pipelines
• Experience applying Lean methodology within an administrative or internal service function (e.g., HR, TA, shared services), including process mapping, flow optimization, and standard work
• Strong ability to drive process discipline, prioritization, and execution in environments where roles and ownership may be evolving
• Experience developing and presenting business cases to senior executives, including the ELT, with clear linkage to business and financial outcomes (e.g., EBITDA)
• Track record of using data, metrics, and external benchmarking to influence decisions and improve performance
• Demonstrated ability to influence senior leaders and build credibility quickly across stakeholders
• Experience leading and developing teams, with a focus on elevating capability in strategic thinking, prioritization, and data‑driven decision‑making
• Ability to operate effectively in ambiguous environments, create clarity, and drive action
• High level of accountability, ownership, and focus on measurable results

• Ability to be Agile – Moving quickly and adapting to changes in real‑time.
• Ability to be Simple – Simplifying the complex to enable quick, aligned decision making.
• Be Bold – Taking the risk to lead, to appropriately challenge, to have an informed point of view. Ability to influence at all levels of management up to and including the CEO.
• Win as One – Leveraging the diversity and skills of the whole team to win on shared objectives. Excellent relationship building skills and ability to provide exceptional customer service.
• Act Like an Owner – Keeping the needs of the enterprise in mind with all decisions. Attention to detail and excellent project management skills.
• Do Right by coworkers and customers.
• Bring Joy – Taking work seriously, but not yourself.

Travel: Approximately 10–20%

Pay range for this position is $129,701 - $212,709 per year.