Manager, People Business Partner, American Whiskeys

Where Conviviality is at work.

North American Distillers (NADL) is where we manufacture our award-winning American Whiskeys such as Jefferson’s, Rabbit Hole, TX Whiskey, Skrewball, and Smooth Ambler. NADL is part of Pernod Ricard, a global premium spirits and wine company. We’re the team behind leading brands such as ABSOLUT® Vodka, Jameson® Irish Whiskey, Malibu®, Kahlúa® Liqueur, and The Glenlivet® Scotch whiskey, as well as many more superior wines and exquisite champagnes!

Working at NADL is all about igniting conviviality in all that we do. Derived from the French word, convivialité…it means human connection, authenticity, friendly, and jovial. Conviviality is energy and spirit with a splash of je ne sais quoi and is a core philosophy around how we live and work at Pernod Ricard.

Guided by our 4 core values: (1) grounded in the real; (2) fiercely authentic; (3) passion for challenge; and (4) connected beyond borders; we are team players, dream makers, trailblazers, movers and (cocktail) shakers. We have a passion for living life to the fullest, making new friends every day, and realizing our potential as people and as a business!

The salary range for this role, based in Kentucky, is $87,520.00 to $109,400.00. The range will vary if outside of this location. Base salaries are determined during our interview process, by assessing a candidate’s experience, skills against internal peers and against the scope and responsibilities of the position.

Position Summary:

This role supports the North American Distillers Limited (NADL) business strategy by translating it into high-impact HR initiatives, with a strong focus on partnering with operational site leaders to build high-performing leadership teams, foster a productive and engaged workforce, and enhance organizational agility in response to demand. The position collaborates closely with Site Directors at various whiskey distilleries—including Jefferson, Smooth Ambler, TX Whiskey, and Rabbit Hole—as well as other NADL business leaders, to implement core HR strategies. Key areas of focus include talent management, organizational effectiveness, workforce planning, performance management, employee engagement, and cultural development. When needed, the role provides business leaders with data-driven insights and recommendations aimed at strengthening organizational capability, performance, employee retention, and the overall employee experience. This role also drives continuous transformation by shaping processes and fostering a culture that enhances operational efficiency and increases the organization’s capacity for change. Serving as an employee advocate, the position ensures that employee concerns are effectively represented to senior leadership, while also working to strengthen employee engagement and their contribution to business results.

Key Responsibilities:

• Supports the Sr Director People Business Partner, NADL and the NADL Leaders in the development and execution of a People plan tied to strategic priorities.
• Leads development and execution with the various Site Operations Leaders on key HR processes such as Performance Management (goal development, and assessment) Talent Assessments, Development and Succession Planning, Employee Engagement analysis and action planning, Reward management, and driving culture.
• Serve as the content and functional expert regarding organizational development for the assigned Site teams, including assisting in the development and implementation of change strategies/management; mergers and acquisition integration; organization structure/role changes; organization culture improvement; role clarity /process improvements; team performance and effectiveness; and people strategy development and execution.
• Partners with the HR COE’s to develop the right attraction and retention strategies to find, assimilate, develop, compensate, and retain the right and best talented.
• Advise and coach Leaders on how to manage employee performance matters through early intervention and appropriate corrective action.
• Visit the various sites regularly to serve as a key resource for employees through being visible, sensing, listening, providing coaching, and, where required, directing inquiries to the appropriate HR Centers of Expertise (COE)/Shared Services.
• Manage agreed upon budget to minimize expenditures and optimally utilize resources. Lead in review of site people budgets to ensure within required threshold.
• Partners with Finance, HR COE, and the Site Operations Directors in the development of the annual Cost of Goods (COGS) budget for the various facilities, with an emphasis on people related costs. Tracks progress throughout the year and recommends needed adjustments.
• Works on assigned HR and business facing projects that support the NADL group and/or overall HR priorities; manages small, medium, and large projects simultaneously with excellent attention to detail and proficiency.

Required Skills & Abilities:

• Business-facing Human Resources leadership experience in a multi-site manufacturing organization.
• Experience developing and fostering a culture of empowerment deep into the organization that facilitates and enhances a self-directed team structure and ways of working.
• Proven experience developing strong partnerships with key stakeholders (Local Site Operations leaders, HR COE) particularly in supporting them through successful execution of significant organizational change initiatives and in organizational effectiveness and design initiatives.
• Strong Business acumen, organization assessment and strategic organization architecture design and execution capability.
• Courage to champion employee concerns when required.
• Understanding TPM and Lean Manufacturing principles and Organizational Design work around Purpose and Values implementation would be an asset.
• Outstanding interpersonal skills (openness and empathy to build trust), and quantitative analytical abilities.
• Strong talent management experience, including the ability to assess talent and build robust leadership pipelines.
• Ability to navigate complex and challenging situations with poise and resiliency.
• Track record of communicating to varying levels across the organization with an ability to effectively tailor presentation style to the audience.
• Comprehensive knowledge of USA employment laws.
• Proven experience leading transformation.

Education:

• Required: Bachelor’s degree (Human Resources a plus)
• Preferred: Master’s degree in human resources or business

Experience:

• Required: 3-5 Years Human Resources Business Partner experience in a Manufacturing environment.
• Preferred: 6 + Years Human Resources Management; with experience in a Distillation Manufacturing environment.

Financial Responsibility:

• Greatly influences goals but does not have final authority. Manages and deploys resources to meet the goals.

NADL is an Equal Opportunity Employer. It employs qualified individuals based solely on ability, training, and experience, and does not and will not, discriminate for or against any employee or applicant for employment or promotion based upon actual or perceived race, color, religion, sex, age, disability, national origin, citizenship, marital status, sexual orientation, gender identity, genetic information, military service or any other classification protected by law. Offers will be subject to United States local terms.

NADL is committed to the full inclusion of all qualified individuals. As part of this commitment, Pernod Ricard USA will ensure that persons with disabilities are provided reasonable accommodations for the hiring process. To request reasonable accommodation during the application process, contact us at PR_NA_TalentAcquisition@pernod-ricard.com.

Job Posting End Date:

Target Hire Date:

2025-11-03

Target End Date: