What are the responsibilities and job description for the People Business Partner (HRBP) position at Premier Nutrition?
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 8th 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 and diversity celebrations, monthly over-the-top in-office events like bring your kids to work day, 6% 401k match after 1 year, 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 you’re interested in…
Our People Business Partner will be a dynamic leader passionate about fostering meaningful team relationships and developing leadership capabilities across the organization. This role will drive people-focused initiatives critical to supporting our ambitious growth as we double in size. We're seeking an energetic professional who brings genuine enthusiasm for the team member experience and excels at building authentic connections throughout the organization. Some days you may own your calendar and spend an hour doing deep, focused work on a project, followed by check-ins with employee matters. On other days, you may be pulled into an unfolding situation that summons your empathy, ability to think on your feet, and counseling skills.
Our ongoing growth requires a different approach in our People practices, and your paradigm-popping perspective based on experience will help lay the foundation! In this role you will help develop and roll out People team initiatives and demonstrate strong capability to lead cross functional partnerships with our Leadership teams. You will embody our core value of “Connect AND Belong” and thrive in our high growth environment, easily moving between strategic thought partner and roll-up-your-sleeves collaborator. You will have the capability and credibility to challenge and coach in a way which inspires others and strengthens relationships.
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 $130k to $140k, 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…
Talent and Business Partnering: 25% of your time
- Collaborates with business leaders to interpret talent needs and people priorities for an assigned organization; and is a significant partner with peer People disciplines (e.g., Talent Management, Organization Development, People Ops, EE Exp & Culture).
- Provide strategic business partnership, thought partnership and coaching to all levels of the organization.
- Support restructuring assigned teams, to meet growth and changing priorities.
- Translates business strategies into people and organizational priorities; fosters and drives the discussion with business leadership teams in applying and aligning people and organizational priorities with organization vision and execution, for assigned teams.
Performance and talent Management: 35% of your time
- Partner with leadership teams to identify performance opportunities through ongoing assessment of business.
- Support creation and execute performance programs that translate to clear and accountable expectations or commitments across teams.
- Connects with Talent Management to translate key priorities into talent outcomes; design approaches to help business leaders make decisions to build, acquire, or borrow talent and assess impact of the decisions.
- Drive continuous performance management within assigned teams through clarifying conversation sessions, teams and support leaders on challenging performance conversations for timely feedback.
- Coach new leaders through 1:1 bespoke coaching to help them grow and transition into role for immediate effectiveness.
- Support career portfolio management assisting teams in developing clear skills and competency requirements for roles and progression.
- Assist in leadership development and co-facilitate leadership training workshops to enhance proactive leadership.
Change Management, Culture and Engagement Partner: 25% of your time
- Evaluates internal and external business drivers and environmental factors to foster change adoption among a diversity of employees and managers; collaborates with business leaders or HR partners to develop effective change-management strategies and training materials.
- Help employees get the big picture during shake-ups, making sure everyone's on the same page about what's important.
- Facilitate conversations with employees, employee group, and relevant stakeholders to address specific change related concerns.
- Equip managers with the necessary training and resources, to facilitate effective check-in conversations and elicit valuable insights from employees.
Employee Relations: 15% of your time
- Be the go-to person for assigned teams, when things get tricky with employee stuff, leaves, investigations, or other sensitive issues that need high level confidentiality and people centric resolutions.
- Mediate or facilitate dialogue between peers, leaders and employees, and various levels within the organization for fruitful conversations.
- Embrace Clear AND Kind feedback and demonstrate this in difficult situations with all levels of department teams.
What are we looking for?
Education:
- Bachelor's Degree in Business, Human Resources, or related field preferred
Experience:
- 7 years of relevant experience with core HR domain roles including demonstrated competence in employee relations, coaching, performance management, organizational design, talent development (including high level facilitation) and compensation.
- 5 years serving in an HR Business Partner function, preferably in a consumer goods organization, professional services or retail environment supporting multiple teams.
- Demonstrable experience of coaching leaders through performance management and employee relations issues.
- Experience establishing relationships as a trusted advisor to executive team members.
- Previous experience working in fast-paced environments and helping organizations scale.
- Experience influencing and advising executive leadership on talent and employment matters.
Skills and mindset:
- Ability to influence without authority or being the most senior person in the room.
- Capability of challenging respectfully with senior leaders to push for the best outcome for our people and the business.
- Intellectual curiosity about people and organizational issues.
- Ability to demonstrate human-ness AND ability to drive personal accountability and results.
- Must be able to work independently and as a team member in a fast-paced environment with demonstrated ability to juggle multiple competing tasks and demands.
- Ability to prioritize workload and self-manage projects; demonstrates initiative and manages multiple, competing priorities.
- Excellent process and problem-solving skills.
- Ability to work independently and confidentially.
- Excellent verbal and written communication skills; ability to communicate clearly and concisely.
- Can adapt quickly to the pace of fast-growing mid-size company with dynamic operations.
- Contribute to a larger team while sharing openly for maximum partnership and growth on the team.
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!
The 5 capabilities or mindsets most relevant to this role:
- Foster an environment where everyone can connect and truly belong
- Emotional intelligence— awareness and regulation of emotional impact on others
- Challenge ideas respectfully by sharing your real opinion with conviction; disagree in a way people feel heard
- Enterprise strategic view—take the full company perspective over departments or channels
- Inspire and influence—build trusting, win-win relationships
You will thrive here and may just do the best work of your life if…
- You want to be an integral part of shaping an amazing work culture and being a culture-add
- You can be flexible in your approach and abandon past practices if they don’t make sense
- You can be both clear and kind—empathetic yet hold people accountable
- You are comfortable being natural, casual, open, and even a bit playful at work
- You like to get sh*t, I mean—stuff done
- You don’t have a big ego and give credit and praise freely
This may not be your ideal next career move if…
- You like a lot of structure, rules, and uniformity
- You like things to not change much (we suggest the elevator business for that)
- You prefer engaging with your camera off, better yet, on mute, and demonstrating excellence through email
- You try to resolve challenging interpersonal situations over instant messaging
- You like a “big company” impersonal, cog-in-the-machine vibe—that ain’t us
- You like hierarchy, and command and control management
- Dealing with ambiguity or experimentation is not your jam
- You want to work in your own silo-of-excellence
- You tend to chase whatever shiny object presents itself during the day instead of real results through focus
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.
Salary : $130,000 - $140,000
