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**Brand:** Crystal Farms

**Categories:** Marketing

**Locations:** Edina, Minnesota

**Position Type:** Regular Full-Time

**Remote Eligible:** No

**Req ID:** 27833

Job Description

Business Unit Overview

At Crystal Farms Dairy Company we harbor a passion for quality food and seek out the very best talent that fosters the company’s culture of ownership and accountability. We offer exciting job possibilities throughout our organization where you can enhance your career, sharpen your talents and make an impact. Whether working on a new product, interacting with consumers, or giving back to the community - passion for cheese is always present in all we do. Responsibilities The primary responsibilities of the Associate Director are to drive the performance of the Crystal Farms Dairy Co. brands. This position oversees the category understanding and insight strategy, while guiding the demand planning team in creating an accurate demand signal. The position will be focused against creating and delivering the “Go-To-Market” strategies to ensure the achievement of Crystal Farms volume and EBITDA targets, new product introductions and planning across all Customers. They will facilitate collaborative communication between the Corporate, Sales, and Planning Teams. Business Operations & Sales Strategy (25%) IBP Process: Assist with KPI development and reporting structure to support the shared business understanding and insight development in the IBP process Annual Planning: Work with leadership to ensure business plans, category objectives, priorities and strategies are being effectively translated into annual demand plan, customer specific plans and business execution. Work with corporate team to develop “top down” insight driven plans and promotional platforms Customer & Category Development: (25%) Be the Category & Customer expert to the brand team and the brand expert for the sales team. Collaborate with Sales Organization to create sales strategy Develop Customer specific sales stories for the top 10 customers Develops customer prioritization and targets for expansion Support Innovation development through category insight identification Demand Planning Strategy: (25%) Lead the team in customer and business driver understanding and application to the demand forecast Provide forecasting perspective inclusive of but not limited to historical baseline, category seasonality, macro & micro trends Guide the resource allocation of the demand planning team Represent the demand planning team and forecast strategies in leadership meetings Analytics & Reporting: (15%) Provide strategic direction in the development and management of the reporting “toolkit” encompassing category and demand reporting, dashboards, etc. Continually develop customer and channel insights – including competitive intelligence Day to day Nielsen and syndicated data contact Provide forecasting perspective inclusive of but not limited to historical baseline, category seasonality, macro & micro trends Talent Management (10%) Manage two distinct functional teams Provide development direction and training for direct reports Qualifications 10-12 Years of experience – CPG sales, trade marketing, category management preferred The knowledge, skills, and abilities typically acquired through the completion of a bachelor's degree program in a related field, or equivalent work experience Team Oriented with ability to work cross-functionally

Post Holdings 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.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)