Sr. Manager, Organizational Effectiveness & Strategy

BUILT ON FLAVOR.  FUELED BY PEOPLE.

What’s it like to work at Kinder’s? Well, there’s a lot of snacking and geeking out over what we all cooked over the weekend. Beyond that, there’s also plenty of hard work. Because we don’t just like flavor, we’re obsessed with it.     

With over 100 products sold nationwide, we’re now a top-five brand in multiple flavor categories at Costco, Walmart, Whole Foods, and more. We’re not your typical CPG company. Privately held and founder-led, we like to think of ourselves as a pirate ship in a sea of cruise ships. Our crew is adventurous and fearless. We chart our own course and chase big ideas to make food unforgettable.  

As we expand globally and approach $1 billion in revenue, we need more smart-and-scrappy, flavor-obsessed people to come aboard. If you’re looking for a place where you can see the real impact of your work... this is it! Every day, you’ll be part of a journey to add flavor to millions of meals and lives. 

About the Role:

Kinder’s is growing quickly. As our strategy evolves, our organization must evolve with it.  The Senior Manager, Organizational Excellence will partner with senior leadership to design and strengthen how Kinder’s operates; clarifying structure, strengthening decision-making, embedding leadership systems, and reducing organizational friction.

The Senior Manager will apply and advance the DARE (Design, Align, Run, Evolve) methodology to ensure that our operating model, leadership system, LEAD (Listen, Engage, Adapt, Delegate) and ways of working scale intentionally, not reactively.

This is a high impact builder role for someone who sees the organization as a system, not a set of silos, and who can translate strategy into structure, clarity, and execution. The Senior Manager operates as a thought partner to the Senior Leadership Team and a driver of enterprise-wide change.

Key Responsibilities:

Organizational Design & Structure

• Partner with the Senior Leadership Team as strategy evolves to design scalable organizational structures (functions, business units, spans, layers, governance models).
• Clarify roles, responsibilities, and interfaces across teams to reduce duplication and friction.
• Lead end-to-end org design efforts: diagnosis → design options → executive alignment → activation.
• Balance tradeoffs between speed, control, cost, and capability as the business grows.
• Evaluate and optimize spans and layers to balance speed, cost, control, and capability as the business grows.
• Anticipate structural implications of growth initiatives (new channels, new categories, geographic expansion).

Decision Rights & Operating Model Design

• Define and implement clear decision-making frameworks (ownership, forums, escalation paths).
• Reduce bottlenecks and unnecessary approvals across functions.
• Ensure leaders understand where decisions get made and who owns outcomes.
• Establish operating rhythms that improve prioritization, accountability, and execution predictability.
• Ensure operating model clarity scales with complexity.

Leadership System Design (LEAD)

• Partner closely with the CPO and Sr. Director to evolve LEAD into a true enterprise operating system.
• Translate leadership principles into observable behaviors, expectations, and operating practices.
• Design leadership experiences rooted in “learning in the work” — not classroom-only models.
• Embed leadership development into business cadence, goal setting, and execution rhythms.
• Ensure alignment between leadership expectations and structural design choices.

Organizational Health, Effectiveness & Change Leadership

• Diagnose organizational health using both qualitative and quantitative inputs (span/layers analysis, decision latency, workflow mapping).
• Identify root causes of misalignment, role confusion, or performance drag.
• Design and lead change efforts tied to growth, strategy shifts, or operating model adjustments.
• Support leaders through complex transitions with clarity, structure, and credibility.
• Establish feedback loops to continuously evolve the operating system.

What Success Will Look Like:

• Reduced leadership confusion as headcount and complexity grow.
• Faster, clearer decision-making across functions
• Clearer role boundaries and fewer cross-functional friction points.
• Faster, more confident decision-making across functions.
• LEAD embedded into how leaders operate day-to-day.
• Senior leaders spending less time resolving organizational friction and more time on strategy.
• The role is viewed as a business enabler; not an HR-driven initiative

Skills & Experience:

• 8+ years in organizational effectiveness, org design, strategy/ops, consulting, or HR enablement roles
• Demonstrated experience applying structured methodologies (DARE or similar frameworks such as operating model design, RAPID, Lean, systems thinking)
• Strong facilitation skills with executives and cross-functional leaders
• Proven ability to drive change adoption; not just creating frameworks
• Systems thinker who simplifies complexity into practical tools
• Proven experience leading enterprise-wide org design initiatives
• Experience in high-growth, scaling environments

 

Pay Transparency:

 

The expected starting salary range for this role is $145,000- $170,000 per year. We may ultimately pay more or less than the posted range based on the location of the role. The amount a particular employee will earn within the salary range will be based on factors such as relevant education, qualifications, performance and business needs.

SEASONED FOR SUCCESS:

• No two days here are the same. 
• We try to be good team members and good communicators, but we don’t live by hierarchy and structure – everyone is a difference maker here. 
• We make a lot of decisions in the face of incomplete information – our team embraces ambiguity and tries to make good decisions fast rather than great decisions slow. 
• We believe our job is to take smart risk, not to eliminate risk. 
• We believe in growing our skills and becoming a better company with more managerial expertise, but we are an entrepreneurial company at heart. 
• We aren’t trying to be average – we want to do exceptional things, and we are willing to work hard to achieve them. 

BENEFITS THAT BRING MORE TO THE TABLE:

We offer a range of total rewards that may include paid time off, 401k, bonus / incentive eligibility, equity grants, competitive health benefits, and other family-friendly benefits, including parental leave. Kinder’s benefits vary based on eligibility and can be reviewed in more detail during the interview process.  

OUR RECIPE FOR BALANCE:

We believe great culture starts with people. We’re a people-first company built on connection, collaboration, and balance. Most of our work happens in the office to spark creativity and community, but we also offer flexibility so team members have the autonomy to work outside the office when needed to support their work-life balance and personal commitments.

WHERE EVERY INGREDIENT MATTERS:

Kinder's is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, ancestry, national origin, gender, citizenship, marital status, religion, age, disability, gender identity, results of genetic testing, veteran status, as well as any other legally-protected characteristic. If you have a disability under the Americans with Disabilities Act or similar law, and you need any accommodation during the application process or to perform these job requirements, please reach out to us at careers@kinders.com