Director, Demand Planning at Premier Nutrition

Emeryville, California, United States -

Full Time

Start Date

Immediate

Expiry Date

29 Jun, 26

Salary

220000.0

Posted On

31 Mar, 26

Experience

10 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Demand Planning, Integrated Business Planning (IBP), Forecast Quality, Cross-functional Alignment, Data-Driven Forecasting, Scenario Planning, Long-Range Forecasting, Strategic Decision-Making, Team Leadership, Continuous Improvement, Statistical Modeling, Machine Learning, Data Storytelling, o9 (Tool), KPI Performance Monitoring, Supply Chain Interdependencies

Industry

Manufacturing

Description

Here’s what all the hype is about… Premier Nutrition Company (PNC) is one of the fastest-growing companies in the proactive wellness space showing clear leadership in the category of protein shakes and powders. We make the brands Premier Protein and Dymatize, and are part of our publicly traded holding company, BellRing Brands (NYSE: BRBR). We have a simple, yet powerful, formula for our success, which we’ve been nailing since our founding in 1997. We start with an organization powered by our company purpose—Changing Lives with Good Energy. Then our purpose-driven people are given the support and autonomy to develop and grow. Next, we are super-intentional about designing a culture where everyone feels like they truly connect and belong, which is one of our five company core values. Purpose-driven, connected employees deliver amazing business results. And winning companies with remarkable people and thriving cultures attract and retain top talent, so the cycle becomes self-reinforcing or what we call our regenerative culture. We don’t mind sharing our formula, since we believe the world would be a better place if more workplaces treated adults like adults and gave them the platform to do the best work of their lives—alongside some truly amazing colleagues. Why don’t more companies do this? It takes deep-in-your-bones conviction to your people, products, and purpose to pull it off. It also takes resisting the urge to try to control people, and instead, trusting them to make the right decisions. The result of our vibrant culture speaks for itself: We were certified as a Great Place to Work™ for the 9th year-running in 2025. And we currently rank #8 on Fortune Magazine’s Best Workplaces in our category and were in the top 12 for each of the last 7 years. We have a long list of ways we take care of our people, but here are some crowd-pleasers that our employees often say they love most: Year-round ½ day Fridays, in-office massages, free lunches & snacks, dogs in the office, culture of belonging celebrations, engaging in-office events like bring your kids to work day, 6% 401k match after 1 year, generous paid family leave regardless of gender, all positions bonus-eligible, company-wide volunteer days, company-matched charitable donations, no employee handbook, no dress code, coaching conversations instead of performance reviews, and walking meetings. PNC seeks individuals who will flourish in this type of work environment and will add to our culture and help build this high-growth company for the next phase in our amazing journey. Does this sound like you? Then read on… We believe in the power of mindset, and specifically what we call the Challenger Mindset. Do you take smart, bold risks, display relentless hunger, and see yourself as a builder? We’re looking for individuals who choose action over analysis paralysis—those who start before they feel completely ready, make calculated moves based on the best information available, and build momentum through decisive action rather than perfect planning. You should have an insatiable drive that keeps you agile and forward-thinking, always challenging assumptions, seeking new opportunities, and focusing on long-term impact over short-term wins. Above all, you’re a builder—someone who transforms the status quo, finds smarter, simpler, faster ways to get things done, and inspires others to do the same. #LI-HYBRID The role you’re interested in… The Director, Demand Planning leads the end‑to‑end monthly Demand process and acts as the Process Owner for the Demand Review within the Integrated Business Planning (IBP) cycle. This role oversees a team of three and is accountable for driving forecast quality, elevating cross‑functional alignment, and enabling strategic decision‑making. This role reports into our VP, IBP, Demand Planning, & Operations Excellence. Key areas of focus include: 1. Leading and developing a high-performing demand planning team, fostering continuous improvement, actionable insights, and trusted partnerships across cross‑functional stakeholders. 2. Delivering an unbiased, data-driven forecast by integrating analytics, market intelligence, and business inputs to shape a clear and credible view of future demand. 3. Designing the future-state demand planning vision, building capabilities, processes, and tools needed to support company growth and achieve a best‑in‑class planning function. 4. Driving strategic demand planning across multiple time horizons (0–3 years), including scenario planning, long‑range forecasting, and identification of risks & opportunities to inform strategic investments and portfolio decisions. 5. Serving as a key enterprise thought partner to Finance, Marketing, Sales, and Supply Chain by shaping demand insights that influence annual operating plans, budget cycles, and long-term strategies. The work environment… So, what’s it like to work here? If you’re based in the greater Bay Area, you’ll walk into our Emeryville office each Tuesday morning and start the in-person portion of our hybrid work week at our weekly all-company meeting and find close to 200 of your colleagues, some sitting with their dogs, talking excitedly through the week ahead and watching a newer teammate tell their personal life and career journey followed by a quick update on any hot topics that might be relevant to the week ahead. We are a dynamic, HYBRID workplace, with an expectation that all employees come into the office Tuesday through Thursday. We are very intentional about connecting in person for things like innovation, impromptu collaboration, having respectful challenges to get to better decisions, leadership role-modeling, and culture building. Great work cultures are built on stories about what great looks like in practice, and great stories during virtual meetings just don’t happen. The expected pay scale for this role is $200k to $220k, which may vary based on relevant experience, qualifications, geographic area (if applicable), and internal equity for the role. At the beginning of 2026, we will move into our massive modern 133,000 square foot headquarters in Emeryville, California, complete with spacious personal workspaces, gym with rock-climbing wall, a café, free onsite parking, tons of greenery, and many transportation options. You’re excited about this opportunity because your time will be filled with… People – Lead the Demand Planning Team: 30% of your time * Provide strong leadership and mentorship to a team of three demand planning professionals, fostering growth, collaboration, and high performance. * Set clear performance expectations and hold regular check‑ins to drive accountability, progress toward goals, and continuous skill development. * Cultivate a “builder” mindset by promoting continuous learning, curiosity, and process improvement across the team. * Develop a multi‑year talent roadmap that strengthens future‑ready capabilities in analytics, systems, communication, and leadership. * Build a robust succession pipeline through targeted coaching, structured development plans, and ongoing skill‑building opportunities. Process – Integrated Business Planning: 30% of your time * Lead the Demand Review within the IBP cycle, overseeing all demand-related forums and ensuring delivery of a robust, insight‑driven rolling 18‑month demand plan. * Engage in key rhythm‑of‑business meetings—including weekly S&OE, twice‑weekly Command Center, and monthly SBU sessions—to gather inputs, validate key assumptions, and inform the forward‑looking demand call. * Develop and execute the demand planning strategy in partnership with the IBP Lead, ensuring strong alignment with the broader Integrated Business Planning framework. * Guide team collaboration with Marketing, Sales, and Finance, ensuring transparency and accuracy around demand drivers such as promotions, distribution changes, media investment, and innovation launches. * Partner with the Supply Lead to define long‑term WOS parameters informed by the latest demand trends, optimizing inventory, reducing stockouts, and supporting efficient inventory turnover. * Represent the Demand function in enterprise planning forums, preparing and delivering materials for the monthly IBP Supply Review and Business Unit Integrated Reconciliation. * Drive cross-functional alignment on demand risks and opportunities, ensuring scenario outcomes are clearly communicated and visible to senior leadership. * Facilitate executive-level conversations, translating complex data and trends into actionable insights and strategic recommendations that shape decision-making. * Monitoring external signals such as syndicated data, POS trends, competitive actions, macroeconomic indicators, and customer behaviors to enrich demand insights. Process- Continuous Improvement and KPI Performance: 20% of Time * Provide leadership in advanced forecasting methodologies, ensuring the team effectively integrates statistical modeling, historical and consumption data, market intelligence, and customer insights to deliver credible, insight‑rich demand forecasts. * Define and operationalize key performance indicators (KPIs) to measure forecast quality, process health, and team performance, fostering a culture of accountability and continuous improvement. * Monitor and assess forecast accuracy proactively, identifying root causes of variance and driving process, capability, or technology enhancements to improve precision. * Use analytical insights to identify opportunities for improvement, enhance efficiency, reduce volatility, and maturing the overall demand planning process. * Partner with the Center of Excellence Lead to co‑develop the long‑term Demand Planning strategy and organizational roadmap, enabling a future‑ready, best‑in‑class capability. * Own enterprise‑level KPIs, including MAPE, bias, rolling 90 day forecast, forecast value add, and setting targets and establishing governance routines that drive cross‑functional accountability. * Continuously refine forecasting models, collaborating with Data & Analytics partners to evaluate new data sources, improve algorithms, and deploy automation that enhances forecast performance. Tool – o9: 10% of Time * Utilize o9 to develop reporting required to conduct Demand Review forums * Shape the long-term technology roadmap for demand planning tools, analytics platforms, data governance, and automation—ensuring systems scale with business needs. * Serve as a business owner for demand process and forecast-input governance, ensuring accuracy, consistency, and alignment across the enterprise. The daily stuff that everyone does but few quantify: 10% of Time * Attending industry conferences to learn new best in class capability, process, and tools. * Participating in company-wide activities and events galore. * Impromptu conversations with colleagues. * Administrative work such as calendaring and expense reports, and other non-value-added work. What are we looking for? Education: * Bachelor’s degree or equivalent work experience. Experience: * 10+ years of experience in the Consumer-Packaged Goods (CPG) or adjacent industry within a Supply Chain function with a demonstrated End to End understanding of Supply Chain interdependencies. * 4+ years of experience directly in an elevated Demand Planning role (Manager or above) with Statistical modeling or Machine Learning expertise. * 4+ years of experience managing direct reports. Skills and mindset: * Ability to influence senior leaders using data storytelling and scenario-based recommendations. * Comfort with advanced analytics, forecasting tools, and digital transformation. * Strong enterprise acumen, connecting demand insights to financial and strategic outcomes. * Learning and growth mindset. * Bring people along – customer oriented and team player. * Demonstrated excellent verbal/written communication skills. * Ability to work with ambiguity – can effectively cope with change, risk, and uncertainty. * Ability to prioritize and demonstrate excellent time management. * Ability to work independently and form business and technical solutions. * High attention to detail and meticulous. So, if after reading through this long list you’re thinking—I’m not sure I meet 100% of these requirements, should I still apply? YES—if you embody a growth mindset, see challenges as opportunities to develop, and find innovative ways to get the real work that matters done, you sound like our kind of candidate! The 5 capabilities or mindsets most relevant to this role: 1. Enterprise-wide savvy and view 2. Radical Candor (i.e., care personally and challenge directly) 3. Be a builder 4. Bring people along 5. Influence and inspire You will thrive here and may just do the best work of your life if… * You want to be an integral part of shaping and nurturing an amazing work culture. * You can be flexible in your approach to people challenges and abandon past practices if they don’t make sense or would lead to a poor outcome. * You are comfortable being natural, casual, open, and even a bit playful at work. * You don’t have a big ego and hate siloed thinking. * You like to get sh*t, I mean—stuff done. * You can be friendly, vulnerable, and self-deprecating in one moment, and deal with a challenging, delicate people-related matter as a professional in the next. * You can do periods of focused, deep work on projects that drive the needle. This may not be your ideal next career move if you like… * …a lot of structure, rules, and uniformity * …a lot of command and control management * …a “big company” impersonal, cog-in-the-machine vibe—that ain’t us * …to build a beautiful, orderly bureaucracy * … things to not change much (we suggest the elevator business for that) * …workplaces where there isn’t much ambiguity * …to resolve challenging interpersonal situations over instant messaging * …to work in your own “silo-of-excellence” * …hiding at home with your camera off, better yet, on mute, and demonstrating excellence through email * …to chase whatever shiny object presents itself during the day instead of real results through focus Here’s the deal with our not-so-standard, um…standard interview process because we know you are the curious type, which is why you’re still reading this… * Quick 30 min phone chat with a high energy member of our Talent Acquisition team to do a quick overview of your background and answer any burning questions you have * Team interviews are kept to a minimum to foster a more efficient, candidate-friendly process (too many interviewers yields little value and drags out the process for you—and who wants that, right?): * A short series of in-person or video interviews in a 1:1 setting; these are usually with the hiring manager, one or two other team members, and a person from another team to get broader perspectives (note: we don’t do panel interviews because they don’t give interviewers a chance to ask you unique questions, and we assign interviewers different roles so we’re probing different capabilities) * A case study or job task to simulate what you’d actually be doing in the role might be included (since your job is not actually to be interviewed for a living, why is that the thing companies rely on so much?) Yes, there will be a small panel for this one so you don’t have to do it more than once, and yes, they might ask you some kind yet probing questions at the end after the raucous applause stops. * Once your interview concludes, the team will meet for an in-depth consultative process to ensure we are hiring the right person for the right job. Interviewers must come in with a strong yes or no vote beforehand to avoid groupthink with supporting reasons. The collective thoughts on your candidacy will be discussed in an environment of safety to challenge ideas respectfully, debate. and be open to all important qualifications of the candidates. A trained, disinterested bias blocker will be present to help mitigate bias so the team can make a sound hiring decision. The moment of truth arrives when the hiring manager makes the big decision. If you nailed the interviews and the case study was brilliant, guess what? The offer is all yours! And the ball is in your court. Will you accept? We sure hope so, because this place is the real deal, and don’t just believe us—just ask the 91% of our people who said this is a great place to work in our most recent employee survey. We strive to create an equitable and inclusive environment to contribute to the success of our organization. Premier Nutrition provides equal employment opportunities to all employees and applicants for employment without regard to race, color, religion, gender, sexual orientation, national origin, age, disability, genetic information, marital status, status as a covered veteran and any other category protected under applicable federal, state, provincial and local laws.

Responsibilities

This role leads the end-to-end monthly Demand process, acting as the Process Owner for the Demand Review within the Integrated Business Planning cycle, overseeing a team of three to drive forecast quality and cross-functional alignment. Key focuses include leading the team, delivering an unbiased, data-driven forecast, designing the future-state demand planning vision, and driving strategic demand planning across multiple time horizons.