Here's what all the hype is about: Premier Nutrition Company (PNC) is one of the fastest-growing companies in the convenient nutrition space showing clear leadership in the category of protein shakes and protein powders. We make the brands Premier Protein, Dymatize, and PowerBar, which is sold internationally, and we are part of our holding company, BellRing Brands (NYSE: BRBR).

We have a simple, yet powerful, formula for our success, which we’ve been nailing for over 15 years. We start off with an organization powered by our company purpose—Changing Lives with Good Energy. Then our purpose-driven people are given the support and autonomy to develop and grow. Next, we are super-intentional about designing a culture where everyone feels like they truly connect and belong, which is one of our five company core values. Purpose-driven, connected employees who are consistently mastering new skills deliver amazing business results. And winning companies with amazing people and thriving cultures attract and retain top talent, so the cycle becomes self-reinforcing or what we call our regenerative culture.

We don’t mind sharing our formula since, as people who we believe in the power of changing lives with good energy, we think the world would be a better place if more workplaces treated adults like adults and gave them the platform to do the best work of their lives—alongside some truly amazing colleagues. Why don’t more companies do this? It takes deep-in-your-bones conviction to your people, products, and purpose to pull it off. It also takes resisting the urge to try to control people, and instead trusting them to make the right decisions. The results of our vibrant culture speaks for themselves: We were certified as a Great Place to Work™ for the 8^th year-running in 2024. And we currently rank #2 on Fortune Magazine’s Best Workplaces in our category, and in the top 12 for each of the last 5 years.

We have a long list of ways we take care of our people, but here are some crowd-pleasers that our employees often say they love most: Year-round ½ day Fridays, in-office massages, free lunches & snacks, dogs in the office, month-long cultural annd diversity celebrations, monthly over-the-top in-office events like bring your kids to work day, 6% 401k match after 1 year, as-needed sick leave, generous paid family leave regardless of gender, all positions bonus-eligible, company-wide volunteer days, company-matched charitable donations, no employee handbook, no dress code, coaching conversations instead of performance reviews, walking meetings, free exercise classes, and company-paid gym membership for Emeryville-based employees.

PNC seeks individuals who will flourish in this type of work environment and will add to our culture and help build this high-growth company for the next phase in our amazing journey. Does this sound like you? Then read on…#LI-hybrid

The role…

The Talent Acquisition Specialist will be responsible for full-cycle recruiting on a variety of open roles across the organization. You will collaborate closely with hiring managers, candidates, and People Team peers, to identify top talent and ensure a positive candidate experience. This role will be a culture ambassador for our award-winning Good Energy culture and will engage with both passive and active candidates.

The work environment…

So, what’s it like to work here? If you’re based in the greater Bay Area, you’ll walk into our Emeryville office each Tuesday morning and start the in-person portion of our hybrid work week at our weekly all-company meeting and find close to 200 of your colleagues sitting on sofas, beanbag chairs, or the floor excitedly talking through the week ahead and watching a newer teammate tell their personal life and career journey followed by a quick update on any hot topics that might be relevant to the week ahead.

We are a dynamic, HYBRID workplace so every employee who lives within 100 miles of our offices is expected to come in each TUESDAY and WEDNESDAY. We aligned on those two common days way back in 2021 to be intentional about connecting in person for things like innovation, impromptu collaboration, having respectful challenges to get to better decisions, leadership role-modeling, and culture building. Great work cultures are built on stories about what great looks like in practice, and great stories on Zoom meetings are few and far between. The expected pay scale for this role is $80k to $90k, which may vary based on relevant experience, qualifications, geographic area (if applicable), and internal equity for the role.

Our modern 50,000 sq. foot headquarters straddles the border of the cities of Emeryville, Oakland, and Berkeley, California with free onsite parking and many transportation options.

You’re excited about this opportunity because your time will be filled with…

Candidate Sourcing, Screening, and Interviewing: 60% of time

• Use social and professional networking sites to identify and source candidates creatively
• Create an active social media presence to drive talent acquisition publicity
• Research and recommend new sources for active and passive candidate
• Screen resumes for current openings and future
• Performing in-person, video, and phone interviews with candidates
• Post job descriptions to appropriate online sources
• Serve as a liaison with employment agencies, universities, and industry associations
• Maintain recruiting relationships with both internal and external resources to ensure staffing goals are achieved
• Communicate benefits package, on-site amenities, perks, and highlight the company culture during screening process

Internal Talent Acquisition Thought Partner: 20% of time

• Partner with hiring managers to determine talent needs and ideal candidate profiles
• Demonstrate subject matter expertise to help leaders to think through candidate options and decisions
• Ensure all job descriptions are graded by the internal compensation team
• Complete periodic reports on candidate flow and activity
• Facilitate and lead regroups/roundtables with hiring team
• Act as talent acquisition educator on best practices for hiring teams and the company
• Stay current on the company’s organization structure, progressive talent acquisition strategies including use of AI, and federal and state laws regarding employment/recruitment practices
• Partner with Sr. Manager, Talent Acquisition Manager and Compensation Manager on offers

Serve as backup for Talent Acquisition Coordinator: 10% of time

• Help monitor shared recruiting inbox
• Schedule interviews for self and team if needed

Strategic Initiatives / Special Projects & Career Development: 10% of time

• Partner with Sr. Manager of Talent Acquisition on a variety of team initiatives (Careers website, Sourcing, Interns, etc.) and work together on what your next career chapter could look like
• Process improvement, continued development and improvement on current state to meet both current and future growth of the organization

What are we looking for?

Education:

• Bachelor’s degree or equivalent work experience

Experience:

• 2 years of Talent Acquisition experience, in-house or with a recruiting agency

Skills:

• Excellent interpersonal, influencing, and coaching skills
• Proficient understanding of laws and practices that impact talent acquisition
• Ability to work independently with minimal supervision
• Ability to maintain the highly confidential nature of human resources work
• Demonstrate resourcefulness and initiative in dealing with daily assumptions

So, if after reading through this long list you’re thinking--I’m not sure I meet 100% of these requirements, should I still apply? YES—if you embody a growth mindset, see challenges as opportunities to develop, and find innovative ways to get the real work that matters done, you sound like our kind of candidate!

Five capabilities that differentiate this role and are key to candidate success:

1. Emotional intelligence
2. Being all-in
3. Drive and own results
4. Learning & growth mindset
5. Adaptability

You will thrive here and may just do the best work of your life if…

• You want to be an integral part of shaping and nurturing an amazing work culture
• You like trying out novel minimum viable product people-related ideas
• You can be flexible in your approach to people challenges and abandon past practices if they don’t make sense or would lead to a poor outcome
• You enjoy making people-centric decisions and finding ways to say ‘yes’ as often as possible to impactful and important priorities for the business or team
• You are comfortable being natural, casual, open, and even a bit playful at work
• You can be friendly, vulnerable, and self-deprecating in one moment, and deal with a challenging, delicate people-related matter as a professional in the next
• You can do periods of focused, deep work on projects that drive the needle

This may not be your ideal next career move if…

• You like a lot of structure, rules, and uniformity
• You like to influence hiring managers through rules or authority rather than persuasion or relationships
• You like order, hierarchy, command and control management
• You want to build lots of processes, systems, governance, or policies
• Dealing with ambiguity or experimentation are not your jam
• You try to resolve challenging interpersonal situations over email or instant messaging
• You revel in the details and ineffable beauty of a finely-wrought, fully-baked new HR program
• You enjoy writing stuffy job descriptions
• You like managing from behind your computer and demonstrating excellence through email
• You tend to chase whatever shiny object presents itself during the day even if non-strategic

Here’s the deal with our not-so-standard, um…standard interview process because we know you are the curious type, which is why you’re still reading this…

• Quick 30 min phone chat with a high energy member of our Talent Acquisition team to do a quick overview of your background and answer any burning questions you have.
• Team interviews are kept to a minimum to foster a more efficient, candidate-friendly process (too many interviewers yields little value and drags out the process for you—and who wants that, right?):
  • A short series of in-person or video interviews in a 1:1 setting; these are usually with the hiring manager, one or two other team members, and a person from another team to get broader perspectives (note: we don’t do panel interviews because they don’t give interviewers a chance to ask you unique questions, and we assign interviewers different roles so we’re probing different capabilities).
• A case study or job task to simulate what you’d actually be doing in the role (since your job is not actually to be interviewed for a living, why is that the thing companies rely on so much?) Yes, there will be a small panel for this one so you don’t have to do it more than once, and yes, they might ask you some kind yet probing questions at the end after the raucous applause stops.
• Once your interview concludes, the team will meet for an in-depth consultative process to ensure we are hiring the right person for the right job. Interviewers must come in with a strong yes or no vote beforehand to avoid groupthink with supporting reasons. The collective thoughts on your candidacy will be discussed in an environment of safety to challenge ideas respectfully, debate. and be open to all important qualifications of the candidates. A trained, disinterested bias blocker will be present to help mitigate bias so the team can make a sound hiring decision. The moment of truth arrives when the hiring manager makes the big decision. If you nailed the interviews and the case study was brilliant, guess what? The offer is all yours! And the ball is in your court. Will you accept? We sure hope so because this place is the real deal, and don’t just believe us—just ask the 93% of our people who said this is a great place to work in our most recent employee survey.

We strive to create an equitable and inclusive environment to contribute to the success of our organization. Premier Nutrition provides equal employment opportunities to all employees and applicants for employment without regard to race, color, religion, gender, sexual orientation, national origin, age, disability, genetic information, marital status, status as a covered veteran and any other category protected under applicable federal, state, provincial and local laws.