Job Description

Position Summary

The Human Resources Director 6 Beer Marketing serves as a strategic HR business partner to the EVP, Managing Director Beer Brands and as a trusted advisor to the Beer Marketing Leadership Team. This role provides senior-level HR leadership across the Beer Marketing organization, translating business strategy into people and organizational strategies that strengthen capability, accelerate growth, and enable execution of critical business priorities.

The role also serves as the Beer Division 27s HR subject matter expert and strategic lead for New to World Innovation initiatives and M&A activity within the Beer Division in the US. Applying deep expertise in organization design, talent strategy, workforce planning, change leadership and business integration, the Director establishes the people strategies and partners closely with senior business leaders and cross-functional teams to anticipate organizational capability needs, shape talent and operating model requirements, support due diligence, and lead the people strategy for integration. This includes assessing talent, culture, leadership, organizational design, workforce implications, change management, and readiness needs to ensure new growth platforms and acquired assets are effectively integrated into the business.

Operating as an expert professional, the Director is responsible for driving organizational effectiveness, advancing talent and workforce planning strategies, and ensuring the successful delivery of modern HR programs and solutions that support business performance, transformation, and long-term growth.

Business Partnership

• Serve as the Beer Division 27s senior HR subject matter expert lead for New to World Innovation initiatives, partnering with senior business leaders to translate emerging growth strategies into the organizational capabilities, leadership requirements, talent needs, and ways of working required to successfully scale and integrate new business platforms.
• Lead the HR workstream for innovation-related business buildouts, including assessment of future-state organization design, critical roles and capabilities, talent acquisition and development needs, leadership readiness, culture implications, and change management requirements.
• Establish and lead the people strategy and HR operating approach for M&A activity within the US Beer Division, supporting pre-signing due diligence and post-signing integration planning in partnership with business leaders, Legal, Finance, Corporate Development, Total Rewards, Talent, Employee Relations, and other key stakeholders.
• Lead the people aspects of M&A integration, including talent assessment, organization design, leadership alignment, workforce planning, cultural integration, employee communication, retention planning, change management, and HR program integration.
• Act as a strategic advisor to senior leaders on the people implications of growth, transformation, innovation, and acquisition strategies, ensuring talent, structure, leadership, and culture are proactively addressed as core enablers of business success.
• Partner with business leaders to identify, prioritize, and execute talent strategies that align with organizational goals, innovation pipelines, commercial priorities, and long-term Beer Division growth objectives.
• Translate enterprise and divisional HR strategies into actionable people plans for assigned client groups, ensuring alignment with broader business priorities and consistency across the HR operating model.
• Apply deep professional expertise to shape organizational design, workforce planning, change management, talent management, succession planning, leadership development, and integration-related people initiatives.
• Develop and own short- to medium-term people and organizational capability strategies for innovation platforms, acquisitions, and other US Beer Division growth priorities.
• Proactively foster effective communication across teams and coach leaders on communication strategies, including navigating complex organizational change, sensitive employee matters, and high-impact business transitions.
• Provide thought leadership on emerging workforce, organization, talent, and integration practices, translating external insights and internal experience into approaches that improve business outcomes.
• Influence senior executives and cross-functional leaders to adopt organizational, talent, and workforce practices necessary to achieve growth, integration, and transformation objectives.
• Lead and support strategic people initiatives and enterprise HR projects that enhance organizational effectiveness, employee experience, leadership capability, and business performance.

Delivery of HR Programs and Services

• Provide strategic oversight for the delivery and evolution of HR programs and people solutions across Beer Marketing, New to World Innovation, and assigned M&A activity.
• Partner with HR Centers of Excellence to implement and support key HR programs and processes, including:
  • Performance Management and Goal Setting
  • Annual Compensation Planning
  • Talent and Succession Planning
  • Talent Acquisition and Internship Programs
  • Benefits and Wellbeing Programs
  • Employee Engagement and Recognition
  • Learning and Talent Development Initiatives
• Ensure consistent application of company policies, procedures, and employment practices while maintaining compliance with federal, state, and local employment laws and regulations.
• Promote positive employee relations through proactive coaching, conflict resolution, and policy guidance.
• Lead partnership with Employee Relations team regarding employee related investigations or performance matters
• Serve as a senior escalation point for highly complex, sensitive employee accommodation and leave-related matters through the interactive process in partnership with Legal and Benefits teams.
• Identify opportunities for process improvement and lead HR operational excellence initiatives, implementing streamlined and scalable HR processes across supported business functions.
• Contribute to departmental and organizational objectives through both direct leadership and influence across teams and stakeholders.

Team Management & Organizational Leadership

• Provide functional leadership, coaching, and consultation to HR Business Partners, HR team members, and cross-functional partners without relying on formal reporting authority.
• Build team capability by providing coaching, development opportunities, and ongoing performance feedback.
• Influence priorities, decisions and ensure effective execution of the HR operating model and alignment with broader HR objectives and service delivery standards.
• Collaborate with senior business leaders to understand emerging business needs and translate them into actionable HR priorities.
• Foster a culture of innovation, inclusion, accountability, and open communication while recognizing achievements and encouraging continuous learning across project teams and stakeholder groups.
• Provide leadership and strategic input into workforce planning, talent acquisition, succession planning, and organizational capability-building efforts.

Minimum Qualifications

• 12 to 15 years of progressive HR experience across strategic business partnership, employee relations, compensation, benefits, talent acquisition, organizational design, talent management, leadership development, workforce planning, and change management.
• Demonstrated mastery leading HR support for complex business transformation, new business development, innovation buildouts, operating model evolution, or large-scale organizational change.
• Experience supporting M&A-related activity, including due diligence, integration planning, talent assessment, organization design, retention planning, employee communication, and change management.
• Proven experience influencing senior executive level decisons and cross-functional leaders to translate business growth strategies into actionable talent, organization, culture, and workforce plans.
• Strong consulting, communication, coaching, and influencing skills with the ability to build credibility with senior leaders and navigate complex, matrixed stakeholder environments.
• Proven ability to take initiative, be proactive in identifying issues and recommending solutions, and build relationships with customers and internal associates.
• Strong project management skills and workforce planning experience required.
• Self-starter with the ability to successfully perform in a fast-paced environment that involves directing multiple projects and developing and executing strategy
• Knowledge of Federal, State, and local employment, wage and salary laws and regulations
• Able to travel to other office locations/off-site meetings as needed

Preferred Qualifications

• Master's degree in Human Resources, Business Administration, or related field.
• HR certification (SPHR, SHRM-SCP, or equivalent).
• Experience supporting consumer packaged goods, beverage, marketing, sales, or related commercial organizations.
• Experience leading enterprise-wide HR initiatives and change management programs.

Core Competencies

• Accelerate Impact
• Be Inclusive
• Communicate Effectively
• Develop Self & Others
• Embrace Change

Reporting Relationship

• Reports to the Senior Vice President, Human Resources Beer Division and serves as the serves as the senior strategic HR partner to the Beer Marketing organization and as the Beer Division HR lead and subject matter expert for New to World Innovation and M&A people strategy.

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The salary range for this role is:

This is the lowest to highest salary we in good faith believe we would pay for this role at the time of this posting. Our compensation is based on cost of labor. For remote locations or positions open to multiple locations, the pay range may reflect several US geographic markets, including the lowest geographic market minimum to the highest geographic market maximum. We may ultimately pay more or less than the posted range, and the range may be modified in the future. An employee 27s pay position within the salary range will be based on several factors including, but not limited to, the prevailing minimum wage for the location, relevant education, qualifications, certifications, experience, skills, seniority, geographic location, performance, shift, travel requirements, sales or revenue-based metrics, any collective bargaining agreements, and business or organizational needs. At Constellation Brands, it is not typical for an individual to be hired at the high end of the range for their role, and compensation decisions are dependent upon the facts and circumstances of each position and candidate. We offer comprehensive package of benefits including paid time off, medical/dental/vision insurance, 401(k), and any other benefits to eligible employees.

Note: No amount of pay is considered to be wages or compensation until such amount is earned, vested, and determinable. The amount and availability of any bonus, commission, or any other form of compensation that are allocable to a particular employee remains in the Company 27s sole discretion unless and until paid and may be modified at the Company 27s sole discretion, consistent with the law.