Requisition ID: 39562
Crafted Highlights:
In the role of GPO Sr. Manager - Hire to Retire working in Milwaukee, WI, you will be part of the Global Process Owner (GPO) organization. The GPO Sr. Manager - HTR is accountable for the end-to-end ownership, performance, and evolution of the in-scope enterprise Hire to Process (HTR) process, including talent & performance, time, pay, and employee separation. This role ensures HTR processes are globally aligned, scalable, compliant, and designed to deliver a consistent and high-quality employee experience while meeting business, regulatory, and operational needs. The GPO Sr. Manager - HTR provides strategic direction, governance, and performance oversight while partnering closely with HR functional leaders, IT, and business stakeholders. The role includes direct people leadership and responsibility for building sustainable HR process capability across the organization.
This position reports to Sr. Director - GPO and engages with HR leaders, business stakeholders, and regional teams to support alignment, adoption, and sustained process adherence. Partners with IT, and vendors to ensure HTR processes are effectively enabled through HR systems and digital tools. Defines business process requirements, supports solution design decisions, and ensures process integrity through system implementations, enhancements, and integrations.
What You'll Be Brewing:
• Most importantly, you will lead a team of 3 talented colleagues and support their growth and development through career discussions and consistent one-on-one conversations.
• Defines and maintains global process designs, decision rights, and integration points across HR sub-processes and enabling functions. Delivers a clearly documented HTR process architecture aligned to enterprise strategy and workforce objectives.
• Owns and leads the HTR governance framework, including the design, facilitation, and ongoing operation of HTR governance forums and customer councils. Ensures clear decision-making, prioritization, and escalation paths for HTR process changes, enhancements, and investments. Establishes & monitors KPIs.
• Supports HR in solving complex issues that occur that require deep functional & technical knowledge to solve. Leads continuous improvement initiatives to simplify, standardize, and optimize HTR processes, with a strong focus on employee and manager experience Business to support day-to-day issues while GPO team will jump in on complex issues with significant impact.
• Ensures HTR processes adhere to employment laws, data privacy, audit, and internal risk requirements across regions.
Key Ingredients:
• You are an authentic leader. You value and respect differences and believe everyone's unique differences is the key to collaboration and a winning team culture.
• You have a Bachelor's degree in Business, IT, Human Resources OR equivalent experience (4+ years) in the field of human resources, business operations, or information systems.
• You have at least 8 years experience in E2E HTR processes including strong technical knowledge of SAP and non-SAP systems that drive integrated HTR knowledge of support systems like Success Factors & Dayforce. Understands integration between MCBC and 3rd party HR providers (interfaces & data).
• Strategic thinking and vision-setting to drive a newly created, high-performing team and support a critical MCBC initiative such as One Big Beautiful Bill act, UKG workforce scheduling as well as numerous other NDAs that occur on a routine basis.
• Strong influencing and conflict-resolution skills with the ability to collaborate within and across functions; strong presentation and communication skills with the ability to lead dialog at all levels of the organization
• Expert knowledge and full understanding of core HR systems (e.g. Success Factors, UKG & Dayforce)
• Advanced organizational and leadership skills and the ability to partner effectively with HR, IT, Legal, business leaders and external vendors ensuring optimization and efficiency of processes and tools
• Solid understanding of employment compliance, data privacy, and risk controls
• You take accountability for results - acting with integrity and honoring commitments
• You exhibit our core values
Beverage Bonuses:
• Flexible work programs that support work life balance including a hybrid work model of 4 days in the office.
• Participation in our Total Rewards program with a competitive base salary, incentive plans, parental leave, health, dental, vision, retirement plan options with incredible employer match, generous paid time off plans, an engaging Wellness Program, and an Employee Assistance Program (EAP) with amazing resources.
• On site Pub, access to cool brand clothing and swag, top events and, of course... free beer and beverages!
• We care about our People and Planet and have challenged ourselves with stretch goals around our key priorities.
• We care about our communities and play our part to make a difference - from charitable donations to hitting the streets together to build parks, giving back to the community is part of our culture and who we are.
• Engagement with a variety of Business Resource Groups, which can provide volunteer opportunities, leadership experience, and networking through the organization.
• Ability to grow and develop your career centered around our First Choice Learning opportunities.
• Work within a fast paced and innovative company, meeting passionate colleagues and partners with diverse backgrounds and experiences.
Pay and Benefits:
At Molson Coors, we're committed to paying people fairly and equitably for the work they do.
Job Posting Total Rewards Offerings: $113,000.00 -$148,300.00 (posting salary range) + 20% target short term incentive + $12,500 + 400 Non-Qualified Stock Optionstarget long term incentive + $23,000 on average spent on benefits per employee, including but not limited to health, dental, vision, retirement with above market employer match, wellness incentives and EAP + paid time off (including holidays, vacation days and sick days).
The posting range provided above for salary is what we, in good faith, believe we would pay for this role at the time of this posting. We ultimately pay based on a number of non-discriminatory factors that inform pay decisions including but not limited to the required work location, previous work experience, skill set and internal equity.
