Senior Specialist, Business Optimization

Foods you love. Brands you trust. And a career that empowers you to grow. At Nestlé USA, we’re all working towards the same goal – to delight and deliver for our consumers. With a rich portfolio of beloved brands, including DiGiorno, Toll House, and Coffee mate, in 97% of U.S. households, we have a unique opportunity – and responsibility – to be there for every moment in our consumers’ lives. Joining Nestlé means becoming part of an inclusive workplace that inspires innovation, encourages strategic thinking and creativity, and celebrates your achievements. No matter where you work within the organization, you are empowered to challenge the status quo, embrace risk-taking, and pioneer new ideas. Our supportive and collaborative environment encourages bold ambitions and continuous learning so that everyone can grow and thrive. This position is not eligible for Visa Sponsorship. We are seeking a strategic, intellectually curious, and highly collaborative Senior Specialist, Business Optimization to join our People Strategy & Analytics team. In this highly visible role, you will help shape, govern, and activate the Human Capital Strategy for the enterprise. You will work at the intersection of people, culture, business strategy, and organizational transformation, helping senior leaders understand emerging workforce trends, align priorities, measure progress, and communicate a compelling vision for the future of work. You will partner closely with HR leadership, business stakeholders, CoCs, HRBPs, and corporate functions to translate strategic priorities into actionable plans, driven enterprise alignment, and ensure the organization has a clear and integrated Human Capital narrative. The role combines strategy, executive communications, thought leadership, program management, and external benchmarking. You will help connect workforce trends, business priorities, employee insights, and market intelligence into meaningful recommendations that influence how the organization attracts, develops, engages, and retains talent. This position offers significant exposure to senior leadership and provides an opportunity to directly support strategic discussions involving the HR Leadership Team, Executive Leadership Team, and key stakeholders across the organization. This position is based in Arlington, VA. Key Responsibilities Human Capital Strategy & Planning Partner with HR leaders to support the development, activation, and governance of enterprise Human Capital strategies aligned with business priorities. Contribute to annual and long-term strategic planning processes by connecting workforce priorities, business objectives, and talent strategies. Help identify strategic opportunities, emerging risks, and organizational priorities that impact the future workforce and employee experience. Facilitate alignment across HR functions to ensure initiatives are integrated, coordinated, and focused on driving measurable outcomes. Support the development of strategic frameworks, roadmaps, and operating plans that connect HR priorities to business results. Executive Storytelling & Strategic Communications Develop compelling, executive-ready narratives that communicate Human Capital priorities, progress, risks, and opportunities. Build presentations and briefing materials for executive audiences, including the Chief People Officer, Executive Leadership Team, HR Leadership Team, Board-level discussions, global market visitors, and external stakeholders. Transform complex information into clear, concise, and influential stories that support alignment and decision-making. Help leaders communicate strategy with clarity by integrating internal workforce insights, business context, and external market trends. Ensure consistency of messaging across Human Capital initiatives and strategic priorities. Workforce Trends, Benchmarking & Thought Leadership Monitor emerging workforce, talent, employee experience, and organizational effectiveness trends. Conduct external research and benchmarking to identify leading practices, competitive insights, and innovate approaches relevant to the organization’s talent agenda. Synthesize market intelligence, industry trends, and competitor activity into actionable recommendations for senior leadership. Challenge conventional thinking by introducing fresh perspectives that encourage innovation, continuous improvement, and organizational agility. Serve as a trusted source of insight on evolving Human Capital topics and future-of-work trends. Enterprise Program Management & Strategy Activation Help drive execution of strategic HR priorities through disciplined project management, stakeholder engagement, and governance routines. Coordinate planning activities across HR CoCs, HRBPs, and business stakeholders to ensure visibility, alignment, and accountability. Manage and maintain key strategic planning artifacts, operating plans, and progress reporting mechanisms. Facilitate recurring leadership reviews, business updates, and strategic planning routines to measure progress and drive action. Support leadership teams in preparing for key strategy, planning, and organizational review meetings. Stakeholder Partnership & Influence Build strong relationships across HR and corporate functions to drive alignment, collaboration, and execution. Partner with leaders to understand business challenges and identify opportunities where effective Human Capital strategies can accelerate results. Influence diverse stakeholders through thoughtful recommendations, structured problem solving, and effective communication. Navigate a highly matrixed organization by bringing together multiple perspectives to create practical, enterprise-focused solutions. Human Capital Governance & Measurement Support the measurement and communication of Human Capital strategy outcomes through meaningful metrics, milestones, and performance indicators. Help connect employee listening, workforce analytics, talent indicators, and business performance measures into integrated views of organizational progress. Contribute to governance processes that help leaders evaluate priorities, manage risks, and make informed decisions. Identify opportunities to improve visibility into the impact of key Human Capital initiatives. Qualifications EDUCATION Bachelor’s degree in Business, Human Resources, Organizational Development, Public Policy, Psychology, or a related field required. Advanced degree preferred. EXPERIENCE 3+ years of experience in Management Consulting, Corporate Strategy, Business Planning, Human Capital Consulting, Chief of Staff, Organizational Effectiveness, HR Strategy, or related fields. Demonstrated success supporting enterprise initiatives, strategic planning efforts, organizational transformations, or executive-level programs. Experience developing executive communications, strategic presentations, and leadership materials for senior audiences. Experience working in large, complex, highly-matrixed organizations preferred. SKILLS & CAPABILITIES Exceptional strategic thinking and structured problem-solving skills. Outstanding executive storytelling and presentation development capabilities. Ability to distill large amounts of information into concise, compelling recommendations. Strong research and synthesis skills with the ability to connect market trends to organizational strategies. Proven ability to influence stakeholders without direct authority. Strong project management and organizational skills with exceptional attention to detail. Ability to navigate ambiguity, evolving priorities, and competing stakeholder needs. Excellent written, verbal, and interpersonal communication skills. Intellectually curious with a passion for workforce trends, organizational effectiveness, and the future of work. High degree of professionalism, discretion, and integrity when handling confidential company and employee information. Advanced PowerPoint and executive communication skills. The approximate pay range for this position is $93,000 to $129,000. Please note that the pay range provided is a good faith estimate for the position at the time of posting. Final compensation may vary based on factors including but not limited to knowledge, skills and abilities as well as geographic location. Nestlé offers performance-based incentives and a competitive total rewards package, which includes a 401k with company match, healthcare coverage and a broad range of other benefits. Incentives and/or benefit packages may vary depending on the position. Learn more at About Us | Nestlé Careers () It is our business imperative to remain a very inclusive workplace. To our veterans and separated service members, you're at the forefront of our minds as we recruit top talent to join Nestlé. The skills you've gained while serving our country, such as flexibility, agility, and leadership, are much like the skills that will make you successful in this role. In addition, with our commitment to an inclusive work environment, we recognize the exceptional engagement and innovation displayed by individuals with disabilities. Nestlé seeks such skilled and qualified individuals to share our mission where you’ll join a cohort of others who have chosen to call Nestlé home. The Nestlé Companies are equal employment opportunity employers. All applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or veteran status or any other characteristic protected by applicable law. Prior to the next step in the recruiting process, we welcome you to inform us confidentially if you may require any special accommodations in order to participate fully in our recruitment experience. Contact us at or please dial 711 and provide this number to the operator: 1-800-321-6467. This position is not eligible for Visa Sponsorship. Review our applicant privacy notice before applying at . Job Requisition: 412849