HR Manager - SC Programs & Transformation

Why Marzetti?

At The Marzetti Company, we empower our people and nourish their potential.  Find community, be appreciated, experience growth and make an impact as part of our team!

We offer competitive benefits including:

• Health and life insurance plans
• Retirement savings benefits
• Paid parental leave and paid time off
• Tuition assistance
• Well-being incentives and on-site health care screenings
• Mental health benefits

A full list of benefits can be found here https://careers.marzetticompany.com/benefits

Role Overview

The Manager, Supply Chain HR Programs & Transformationis responsible forleading and governing Supply Chain HR transformation programs, change management practices, project management standards, and talent review operations in support of business priorities. This role serves as the central owner for Supply Chain HR program governance and execution discipline—ensuring initiatives are prioritized, implemented consistently, measured effectively, and aligned to business outcomes.

This role partners closely with Supply Chain leadership, HR Business Partners, Centers of Excellence, and cross-functional business teams to activate enterprise HR programs and strategies within the Supply Chain organization. While HR COEsownthe design of enterprise programs and processes, this role serves as a critical implementation partner—translating strategy into actionable deployment plans, driving adoption, managing change impacts, and ensuring programs are effectively integrated into Supply Chain operations. The role enables HRBPs to focus on strategic business partnership by providing centralized program management, change management structure, and operational discipline across Supply Chain People initiatives.

Responsibilities → What You'll Do

The Manager, Supply Chain HR Programs & Transformation owns the operational governance, activation, and execution discipline for Supply Chain HR initiatives. This role is accountable forestablishingstandardized tools, governance routines, prioritization processes, and adoption mechanisms that enable successful execution of Supply Chain People priorities.

• Change Management Ownership: Own the implementation andutilizationof change management tools, methodologies, and governance practices acrossSupplyChain. Partner with HRBPs and business leaders toestablishrobust change management plans, strengthen organizational change capability, and drive consistent adoption approaches across sites. Develop andmonitorchange adoption metrics tied to business outcomes, readiness, and implementation effectiveness.

• HR Project Management Office (PMO):Serve as the central project management lead for Supply Chain HR initiatives. Own project intake, prioritization, governance routines, tracking mechanisms, and status reporting processes to ensure alignment to business priorities and visibility to Supply Chain HRLT and HRLT. Establish operational rigor and execution discipline across the HR function through standardized project management tools, templates, and operating rhythms.

• Project Governance & Execution Discipline:Own the governance framework for Supply Chain HR initiatives, including prioritization reviews, implementation tracking, risk escalation, milestone management, and accountability routines.Monitor ontrack/off-track status, execution risks, deliverables, and business outcomes while reinforcing consistent execution expectations across teams.

• M&A HR Integration Support:Lead Supply Chain HR project planning and execution activities related to mergers, acquisitions, andintegrationworkstreams. Partner with HR COEs and business stakeholders to ensure alignment of the Supply Chain People Plan throughout integration activities.

• Talent Review (TOR) Process Ownership:Own the operational governance and execution of the Supply Chain Talent Review process, including timelines, calendars, process coordination, tool deployment, action tracking, and reporting of talent health metrics. Partner with Talent Development and HRBPs to support consistent execution and follow-through across the network while enabling HRBPs to focus on strategic business partnership and consulting.

• Cross-Functional Partnership & Program Activation:Partner with HRBPs, Supply Chain leaders, Talent Development, and HR COEs to activate enterprise programs and processes within Supply Chain. While COEs own enterprise program design, this role owns Supply Chain activation planning, operational integration, adoption support, execution tracking, and implementation governance. Translate enterprise strategies into operational implementation plans that support organizational effectiveness, leadership capability, workforce priorities, and sustainable adoption across the network.

• Data & Insights:Utilizepeopleanalytics and project metrics to assess program effectiveness,identifygaps, and inform recommendations. Build visibility into adoption, execution, and talent outcomes to support data-driven decisions.

• Summit Integration & Continuous Improvement: Leverageestablishedtransformationaltools, frameworks, and processes across Supply Chain initiatives whereappropriate. Continuously improve approaches based on feedback, lessons learned, and evolving business needs.

How you'll do it

The successful candidate will put our values into practice every day:

Hunger​.  I come ready, pay attention, and refuse to settle for getting by when getting better is possible.​

Respect​.  I know my people by name, show up for them as humans, and never make anyone feel small.​

Courage​.  I say the hard thing, own my mistakes, and carry my team’s voice forward.​

Humility​.  I ask before I assume, learn from those around me, and lead with curiosity over ego.​

Qualifications → What You'll Bring

The Manager, Supply Chain HR Programs & Transformation is responsible for leading and governing Supply Chain HR transformation programs, change management practices, project management standards, and talent review operations in support of business priorities. This role serves as the central owner for Supply Chain HR program governance and execution discipline—ensuring initiatives are prioritized, implemented consistently, measured effectively, and aligned to business outcomes.    This role partners closely with Supply Chain leadership, HR Business Partners, Centers of Excellence, and cross-functional business teams to activate enterprise HR programs and strategies within the Supply Chain organization. While HR COEs own the design of enterprise programs and processes, this role serves as a critical implementation partner—translating strategy into actionable deployment plans, driving adoption, managing change impacts, and ensuring programs are effectively integrated into Supply Chain operations. The role enables HRBPs to focus on strategic business partnership by providing centralized program management, change management structure, and operational discipline across Supply Chain People initiatives. 
Competencies

• Strategic Mindset
• Plans and Aligns
• Drives Results
• Communicates Effectively
• Collaborates
• Manages Ambiguity
• Ensures Accountability

Who we are

The Marzetti Company manufactures and sells specialty food products. Our retail brands include Marzetti, New York Bakery, Sister Schubert’s and Bachan’s, in addition to exclusive license agreements with Olive Garden, Chick-fil-A, Buffalo Wild Wings and Texas Roadhouse. Our foodservice business supplies sauces, dressings, breads, and pasta to many of the top restaurant chains in the United States.

At Marzetti, our mission is to Make Every Meal Better. We are a spirited blend of tradition and innovation—real people crafting real flavor. We’re not just a team; we’re a promise—a commitment to craft, care, and create a legacy.

Working Conditions

Works in a normal office environment where the employeeis regularly required tospeak, see, hear, sit, stand, talk, type, walk and bend while moving about the facility. The noise level in the office is quiet. Occasional travel to plants or meetings isrequired.