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**Brand:** Post Holdings Inc.

**Categories:** Human Resources

**Locations:** Saint Louis, Missouri

**Position Type:** Regular Full-Time

**Remote Eligible:** No

**Req ID:** 29787

Job Description

Business Unit Overview

Feeding the world is what we do – how we do it is unique. We are not your textbook consumer packaged goods company. While others may be slow to make change happen, Post continuously drives both inorganic and organic growth. Our history is evidence of that fact with over 100 years of heritage and growth from brands that transcend generations like Honey Bunches of Oats, Fruity Pebbles, Malt-O-Meal, Bob Evans, Kibbles 'n Bits, Egg Beaters, Peter Pan peanut butter and more. Our foodservice and ingredient businesses supply other products you love for brands, restaurants and stores.

We have more than 55 offices and manufacturing sites and approximately 13,000 employees. Over the past 13 years, Post has made 28+ acquisitions and innovative financial transactions and reached $8.2 billion in net sales in fiscal 2025. During turbulent times of market uncertainty, the food industry has provided a level of stability unlike other industries

Post Holdings, Inc. is a Fortune 500 ® company headquartered in Brentwood, a suburb of St. Louis, Missouri. Our casual professional atmosphere encourages team members to collaborate, innovate and support our operating companies. Our passion and drive advance the reputation of our operating companies and brands—together, we make a difference.

Responsibilities

The Director of Compensation is a key member of the Total Rewards leadership team, responsible for developing and executing a comprehensive global compensation strategy that attracts, motivates, and retains top talent. This role leads the design, implementation, and governance of broad-based compensation programs, ensuring alignment with the company’s business objectives, culture, and market competitiveness.

RESPONSIBILITIES:

Compensation Strategy

+ Develop and lead the global compensation strategy in alignment with business goals and talent priorities.

+ Serve as an advisor to HR leadership on compensation philosophy, trends, and best practices.

+ Lead the design and ongoing administration compensation programs in partnership with the various business stakeholders.

Program Design & Management

+ Lead the design, implementation, and administration of base salary structures, cash incentive plans (short-term and long-term), annual merit reviews, sales compensation, and recognition programs

+ Ensure all compensation programs comply with federal, state, and local regulations, including FLSA, equal pay, and other relevant legislation.

Market Analysis

+ Conduct regular market benchmarking and compensation surveys to ensure competitive positioning. Analyze compensation data and trends to inform decision-making.

Cross-Functional Collaboration

+ Partner with HR leadership, Finance, and Legal to ensure compensation programs support business needs and talent strategies.

+ Support M&A activity, including due diligence, integration planning, and harmonization of compensation programs.

+ Partner with HRIS to implement and manage compensation management systems and related technologies

Communication & Training

+ Develop communication materials and training for managers and employees to enhance understanding of compensation programs and processes.

+ Partner with HR Leadership to develop, maintain, and communicate formal compensation policies

Budget Management

+ Leads the annual budgeting process, modeling various scenarios that expand beyond compensation (e.g. benefits).

+ Oversee compensation budgets and forecasts to ensure effective cost management and return on investment.

Team Leadership

+ Lead and develop a team of compensation professionals, fostering a culture of excellence, innovation, and continuous improvement.

Qualifications

QUALIFICATIONS REQUIRED:

Education & Experience

+ Bachelor’s degree in Human Resources, Business Administration, Finance, or a related field; Master’s degree or relevant certification (e.g., CCP) preferred.

+ 10+ years of progressive experience in compensation management, with at least 3 years in a leadership role.

+ Experience with HRIS and compensation management systems.

Knowledge, Skills, and Abilities

+ Strong knowledge of compensation practices, market analysis, and regulatory compliance.

+ Proficient in HRIS and compensation management software; advanced Excel skills required.

+ Excellent analytical, organizational, and problem-solving skills.

+ Effective communicator with the ability to influence and collaborate at all levels of the organization.

+ High level of integrity and confidentiality.

This is a hybrid role based in St. Louis. In-office days are Tuesdays, Wednesdays and Thursdays. Work from home days are Mondays and Fridays. #LI-hybrid

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)