GPO Sr. Manager - Hire to Retire

At Molson Coors, we tackle big challenges and defy the status quo. With a proud legacy of excellence, an incredible portfolio of beer, seltzers, spirits, and non-alcohol brands, and a bold vision for our future, we’re on the path to transforming the beverage industry. We seek, value, and respect everyone’s unique perspectives and experiences, collaborating as a team and celebrating each other’s successes.

About the role

In this role as GPO Sr. Manager - Hire to Retire, based in Milwaukee, WI, you will be part of the Global Process Owner (GPO) organization. You will be accountable for the end-to-end ownership, performance, and evolution of the enterprise Hire to Retire (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. You will engage with HR leaders, business stakeholders, and regional teams to support alignment, adoption, and sustained process adherence, and partner with IT and vendors to ensure HTR processes are effectively enabled through HR systems and digital tools.

Responsibilities

• Lead a team of 3 talented colleagues and support their growth and development through career discussions and consistent one-on-one conversations.
• Define and maintain global process designs, decision rights, and integration points across HR sub-processes and enabling functions.
• Deliver a clearly documented HTR process architecture aligned to enterprise strategy and workforce objectives.
• Own and lead the HTR governance framework, including the design, facilitation, and ongoing operation of HTR governance forums and customer councils.
• Ensure clear decision-making, prioritization, and escalation paths for HTR process changes, enhancements, and investments.
• Establish and monitor KPIs for HTR processes.
• Support HR in solving complex issues requiring deep functional and technical knowledge.
• Lead continuous improvement initiatives to simplify, standardize, and optimize HTR processes, focusing on employee and manager experience.
• Ensure HTR processes adhere to employment laws, data privacy, audit, and internal risk requirements across regions.
• Define business process requirements, support solution design decisions, and ensure process integrity through system implementations, enhancements, and integrations.

Requirements

• Bachelor’s degree in Business, IT, Human Resources, or equivalent experience (4+ years) in human resources, business operations, or information systems.
• At least 8 years of experience in end-to-end HTR processes, including strong technical knowledge of SAP and non-SAP systems that drive integrated HTR, such as Success Factors and Dayforce.
• Understanding of integration between Molson Coors and third-party HR providers (interfaces and data).
• Strategic thinking and vision-setting to drive a high-performing team and support critical initiatives (e.g., One Big Beautiful Bill, UKG workforce scheduling).
• Strong influencing and conflict-resolution skills, with the ability to collaborate within and across functions.
• Expert knowledge and full understanding of core HR systems (e.g., Success Factors, UKG, Dayforce).
• Advanced organizational and leadership skills, with the ability to partner effectively with HR, IT, Legal, business leaders, and external vendors to optimize processes and tools.
• Solid understanding of employment compliance, data privacy, and risk controls.
• Accountability for results, acting with integrity and honoring commitments.

Benefits

• Flexible work programs supporting work-life balance, including a hybrid work model (4 days in the office).
• Competitive base salary, incentive plans, and parental leave.
• Comprehensive health, dental, and vision benefits, with retirement plan options and above-market employer match.
• Generous paid time off plans, including holidays, vacation days, and sick days.
• Engaging Wellness Program and Employee Assistance Program (EAP) with resources.
• On-site pub, access to brand clothing and swag, top events, and free beer and beverages.
• Community engagement through charitable donations, volunteer opportunities, and Business Resource Groups for networking and leadership experience.
• Career growth and development through First Choice Learning opportunities.
• Work within a fast-paced, innovative company with passionate colleagues and diverse backgrounds.

Pay

Total Rewards Offerings:

• Posting salary range: $113,000.00 - $148,300.00
• 20% target short-term incentive
• $12,500 + 400 Non-Qualified Stock Options (target long-term incentive)
• On average, $23,000 spent on benefits per employee, including health, dental, vision, retirement, wellness incentives, and EAP.

The posting range reflects what we, in good faith, believe we would pay for this role at the time of posting. Pay is determined by non-discriminatory factors including required work location, previous work experience, skill set, and internal equity.