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 foodservice and ingredient businesses supply other products you love for brands, restaurants and stores.
We have more than 55 offices and manufacturing sites and approximately 13,000 employees. Over the past 13 years, Post has made 28 acquisitions and innovative financial transactions and reached $8.2 billion in net sales in fiscal 2025. 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.
Responsibilities
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 recommendations to continuously improve internal documentation for HR programs, including processes, communications and FAQs.
• Assist with Leave of Absence programs (FMLA, parental and medical) for Corporate by ensuring effective communication between HR, employees and managers throughout the leave lifecycle
• Maintain accurate and complete records for all HR programs, including confidential records
• Manage the Employee Education Assistance Program for Corporate, including tracking eligibility, reimbursements, and employee communications
• Monitor program utilization and provide regular reporting to HR leadership
• Research industry best practices and collaborate with internal partners to identify opportunities for innovation in HR programs
• Administer other HR projects and programs as needed
  

Qualifications
REQUIRED QUALIFICATIONS

• Bachelor’s degree in Human Resources, Business Administration, or related experience
• 5 years of progressive HR experience with a focus on project and program management
• Demonstrated ability to manage multiple projects and deadlines simultaneously
• Strong organizational skills and attention to detail
• Excellent communication (written and verbal), interpersonal, and presentation skills
• Able to conduct research, identify and review trends to develop action plans
• Actively participates in the team and can provide feedback and solutions
• Proficient in HR systems and data analytics tools
• Identifies ways to continuously improve and grow for themselves and others
• Commitment to confidentiality, integrity, and professionalism
  

This is a hybrid role based in St. Louis. In-office days are Tuesdays, Wednesdays and Thursdays. Work from home days are Mondays and Fridays.