People and Culture Lead

The People and Culture Lead will own the technician skill matrix, directly linking skills to productivity and career growth. They'll drive key people systems and leadership routines to advance the plant through important development phases and will strengthen frontline leadership by identifying gaps and implementing targeted capability-building programs. Leading the plant's EDI agenda, they'll embed inclusive practices and foster lasting culture change. They'll design clear career pathways for technicians to enhance retention and progression visibility. Managing performance and talent programs, the People and Culture Lead will ensure goal-setting, succession planning and development are aligned with business priorities. Using data and insights, they'll influence leaders and track the impact of their initiatives, making a real difference in workforce engagement and success.

A Taste of What You'll Be Doing

• Skill matrix ownership –
  End-to-end accountability for technician skill matrix design, tracking, and progression; link outcomes to capability, productivity and progression
• People CoE lead -
  Leads the People CoE pillar under IWS/KWS, ensuring the plant progresses through phase milestones (currently in phase 2) by embedding people systems, capability and leadership routines
• People manager capability –
  Identify gaps in frontline leadership effectiveness; design and deploy interventions
  to build sustainable people-manager capability
• EDI strategy and execution –
  Lead plant-level EDI agenda: embed inclusive practices, run awareness and action programs, track outcomes and influence culture change
• Career pathways and progression –
  Design and implement technician ladders, feeder roles, and progression clarity; ensure visible career journeys to strengthen retention
• Performance and talent programs –
  Drive plant execution of goal setting, calibration, IDPs, and succession planning in line with BU/regional frameworks; ensure leaders act on outcomes
• Analytics and insight –
  Use data (engagement, attrition, succession, development) to spot themes, influence leaders, and track impact of interventions

We're Looking for Someone With

• 7–10 years' HR experience, with strong exposure to talent, OD or leadership development in large, complex organizations
• Proven ability to partner with business leaders: translating needs into actionable people programs
• Experience driving skill frameworks, succession, and people-manager development in frontline-heavy environments
• Exposure to regional/global HR CoEs and ability to work across matrix organizations
• Strong conceptual and analytical capability, combined with hands-on execution
• Interpersonally savvy; able to influence at multiple levels and gain buy-in across functions
• Resilient and self-driven, with the ability to balance strategic design and operational delivery

What's Next

After you apply, your application will be reviewed by a real recruiter, so it may take us a few weeks to get back with you by email or phone. Visit our
How We Hire page
to get insights into our hiring process and more about what we offer.

Get to Know Us

At Kellanova, we are driven by our vision to be the world's best-performing snacks-led powerhouse, unleashing the full potential of our differentiated brands and our passionate people. Our portfolio of iconic, world-class brands include Pringles, Cheez-It, Pop-Tarts, MorningStar Farms, Special K, Krave, Zucaritas, Tresor, Crunchy Nut, among others.

Our focus on Equity, Diversity, and Inclusion (ED&I) enables us to build a culture of belonging where all employees have a place at the table and are inspired to share their passion, talents and ideas to work.

Mars has agreed to acquire Kellanova in a combination that will shape the future of snacking The transaction is anticipated to close within the first half of 2025 (subject to Kellanova shareowner approval and other customary closing conditions, including regulatory approvals). The companies remain separate until closing.

You can learn more at

and our hiring teams will be happy to discuss further questions if your application advances in the hiring process.

About Kellanova AMEA

Home to 75% of the world's population and contributing to 50% of the global GDP, the AMEA region represents a vast and promising market for Kellanova. This region provides an extensive geographic presence and holds substantial growth potential, especially considering our diverse portfolio spanning multiple categories.

AMEA is strategically positioned for growth, positioning itself to become a prominent player in the snacking industry while maintaining a steady trajectory of cereal growth. As we expand our product offerings, reach new geographic horizons, and increase investments in emerging markets within AMEA, you have the opportunity to become an integral part of a dynamic and forward-thinking organization. We are deeply committed to investing in our people and enhancing our capabilities to deliver value to our stakeholders.

The best brands. The best people. The best you.

Kellanova is an Equal Opportunity Employer that strives to provide an inclusive work environment, a seat for everyone at the table, and embraces the diverse talent of its people. All qualified applicants will receive consideration for employment without regard to race, color, ethnicity, disability, religion, national origin, gender, gender identity, gender expression, marital status, sexual orientation, age, protected veteran status, or any other characteristic protected by law. For more information regarding our efforts to advance Equity, Diversity & Inclusion, please visit our website
here
.