Premier Nutrition
Premier Nutrition Company (PNC) is one of the fastest-growing companies in the convenient nutrition space showing clear leadership in the category of protein shakes and protein powders. We make the brands
Premier Protein, Dymatize , and
PowerBar,
which is sold internationally, and we are part of our holding company, BellRing Brands (NYSE: BRBR).
Remember to check your CV before applying Also, ensure you read through all the requirements related to this role. We have a simple, yet powerful, formula for our success, which we’ve been nailing for over 15 years. We start off 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 who are consistently mastering new skills deliver amazing business results. And winning companies with amazing 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’re people who believe in the power of
changing lives with good energy , we think 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 results of our vibrant culture speaks for themselves: We were certified as a
Great Place to Work
for the 8 th year-running in 2024. And we currently rank #3 on
Fortune Magazine’s
Best Workplaces in our category, and in the top 12 for each of the last 6 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, month-long cultural and diversity celebrations, monthly over-the-top 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, walking meetings, free exercise classes, and company-paid gym membership for Emeryville-based employees. 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… #LI-HYBRID The role you’re interested in… The Demand Planning Manager owns and drives a 0–18-month demand forecast across the Business Unit portfolio (+2B GR annually) by leveraging cross-functional inputs, statistical modeling, and assumption-based insights. This role will help shape business decisions by developing accurate demand forecasts, analyzing market trends, and working closely with cross-functional teams to support end-to-end planning. This role acts as a trusted partner to their Core Business Team and IBP cross functional partners to provide an unbiased forecast recommendation by pressure testing and validating demand assumptions and providing clear communication on the forecast recommendation. This incumbent will leverage historical data, business insights, and statistical models to make informed recommendations and ensure that our demand projections align with company goals. This role will collaborate across departments, influencing key stakeholders to drive results. Act as the primary Demand contact for the Business Unit’s General Manager. Lead monthly IBP demand meetings by presenting data-backed insights, identifying root causes, and aligning on a consensus forecast. Lead special projects and reporting, and will be the demand planning liaison to the Operational Excellence team. The work environment… So, what’s it like to work here? If you’re based in the greaterBay Area, you’ll walk into our Emeryville office each Tuesday morning and start the in-person portion of our
hybrid work
weekat our weekly all-company meeting and find close to 200 of your colleagues sitting on sofas, beanbag chairs, or the floor excitedly talking 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 so every employee who lives within 100 miles of our offices is expected to come in each TUESDAY and WEDNESDAY. We aligned on those two common days way back in 2021 to be 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 on Zoom meetings are few and far between. The expected pay scale for this role is $140k to $150k, which may vary based on relevant experience, qualifications, geographic area (if applicable), and internal equity for the role. Our modern 50,000 sq. foot headquarters straddles the border of the cities of Emeryville, Oakland, and Berkeley, California with free onsite parking and many transportation options. You’re excited about this opportunity because your time will be filled with… Process/Tool – Integrated Business Planning: 30% of your time Own the delivery of monthly 0–18-month horizon for the assigned Business Unit portfolio Craft forecast insights: Work with the Director of Demand Planning to develop a clear forecast narrative, identifying challenges and tradeoffs for business discussions Fully understand total Business Unit Demand call from the bottoms up (customer level detail and drivers) to tops down (aggregate trends and dependencies) Bridge short-term and long-term impacts by attending and representing demand at the 2x/week Command Center People – Face of Demand for Business Unit IBP Partners and Business Unit CBT: 30% of your time
Represent demand planning at the weekly Core Business Team (CBT meeting) to provide voice of demand and field demand related questions Represent BU Demand portfolio at Supply powders/shakes meetings and in the Innovation Launch Success Meetings Attend the monthly Sales Business Unit (SBU) meetings to gather inputs/understanding of assumptions impacting the demand call Act as Co-Lead with Demand Planning Director for the monthly Demand Preview and Demand Review meetings with GM, Brand, Sales, Sales Strategy and Finance partners Collaborate with key stakeholders (Mktg, Sales, Finance) to understand demand assumptions such as promotions, distribution gains/losses, media impacts and product launches Foster a “Builder” culture of continuous learning and improvement, sharing learnings across the demand planning and OE teams Lead by example Process/Tool- o9, Continuous Improvement and KPI Performance: 30% of your time
Execute demand forecast changes in o9 in conjunction with short term S&OE processes (at a future date) and for long term IBP process Maintain statistical models within o9 with support of data scientist/data analyst as part of the Operational Excellence team Utilize o9 to develop reporting required to conduct Demand Review forums Support Operational Excellence team on statistical model selection Utilize Forecast X to run aggregated statistical models to provide insights and triangulation points to business Utilize historical data, market trends, and customer insights to validate the team’s demand forecasts Track key performance indicators (KPIs) for forecasted brands/sub-brands and provide root causing against KPI results Continuously monitor forecast accuracy and propose process adjustments as needed to improve forecasting precision Identify and share best practices with other Business Unit Demand Leads and OE partners Use data-driven insights to identify areas of improvement and drive efficiency in the demand planning process Team lead representing Demand Planning in forums with the Operational Excellence team Serve as the Demand Planning Team Captain- coordinate O9 and team activities- O9 updates, publishes, off cycle publish, ways of working Others – The daily stuff that everyone does but few quantify: 10% of your 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:
5-6+ years’ experience in multiple supply chain disciplines with demonstrated End to End understanding of Supply Chain interdependencies 4+ years’ experience in Demand Planning; 2+ years leveraging Statistical forecasting models Experience using forecasting tools like o9, ForecastX, SAP IBP, JDA, or similar Skills:
Influencing- ability to influence stakeholders with data driven insights to adjust forecasts Storytelling- use data visualization techniques to create a strategic narrative or story that allows the General Manager to extract the insights and direction needed to make confident business decisions A data-driven mindset—leading demand reviews and making informed recommendations. A proactive approach—monitoring performance metrics and continuously looking for ways to improve forecasting processes. Learning and growth mindset- keeping up with industry shifts, competitor activity, and economic factors that impact demand Creativity, exploration, and innovativeness Problem solving Bring people along – customer oriented and team player 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 Ability to navigate a matrixed organization, working with multiple teams across different levels High attention to detail and meticulous Strong collaboration skills—working with sales, marketing, finance, and supply chain teams to align forecasts with business goals 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: Embody a strategic mindset Challenge ideas respectfully by sharing your real opinion with conviction; disagree in a way people feel heard Bring people along by providing context and cascading information; share openly and inclusively Enterprise strategic view—take the full company perspective over departments or channels Connect courageously through empathetic, authentic personal connections with warmth and care You will thrive here and may just do the best work of your life if…
You want to be an integral part of shaping an amazing work culture and being a culture-add You know when good enough is good enough, or the rare times when execution needs to be flawless You can be flexible in your approach and abandon past practices if they don’t make sense You are comfortable being natural, casual, open, and even a bit playful at work You don’t have a big ego and give credit and praise freely You like to get sh*t, I mean—stuff done You can be both clear and kind—empathetic yet hold people accountable You can hold the tension of being both warm and self-deprecating, and also super credible as a professional You can do periods of focused, deep work on projects that drive the business forward This may not be your ideal next career move if…
You like a lot of structure, rules, and uniformity You like hierarchy, and command and control management You like a “big company” impersonal, cog-in-the-machine vibe—that ain’t us You want to build a beautiful, orderly bureaucracy You like things to not change much (we suggest the elevator business for that) Dealing with ambiguity or experimentation is not your jam You try to resolve challenging interpersonal situations over instant messaging You enjoy writing stuffy job descriptions (wink, wink) You want to work in your own silo-of-excellence You prefer engaging with your camera off, better yet, on mute, and demonstrating excellence through email You tend 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 (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 92% 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. #J-18808-Ljbffr
Premier Protein, Dymatize , and
PowerBar,
which is sold internationally, and we are part of our holding company, BellRing Brands (NYSE: BRBR).
Remember to check your CV before applying Also, ensure you read through all the requirements related to this role. We have a simple, yet powerful, formula for our success, which we’ve been nailing for over 15 years. We start off 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 who are consistently mastering new skills deliver amazing business results. And winning companies with amazing 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’re people who believe in the power of
changing lives with good energy , we think 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 results of our vibrant culture speaks for themselves: We were certified as a
Great Place to Work
for the 8 th year-running in 2024. And we currently rank #3 on
Fortune Magazine’s
Best Workplaces in our category, and in the top 12 for each of the last 6 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, month-long cultural and diversity celebrations, monthly over-the-top 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, walking meetings, free exercise classes, and company-paid gym membership for Emeryville-based employees. 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… #LI-HYBRID The role you’re interested in… The Demand Planning Manager owns and drives a 0–18-month demand forecast across the Business Unit portfolio (+2B GR annually) by leveraging cross-functional inputs, statistical modeling, and assumption-based insights. This role will help shape business decisions by developing accurate demand forecasts, analyzing market trends, and working closely with cross-functional teams to support end-to-end planning. This role acts as a trusted partner to their Core Business Team and IBP cross functional partners to provide an unbiased forecast recommendation by pressure testing and validating demand assumptions and providing clear communication on the forecast recommendation. This incumbent will leverage historical data, business insights, and statistical models to make informed recommendations and ensure that our demand projections align with company goals. This role will collaborate across departments, influencing key stakeholders to drive results. Act as the primary Demand contact for the Business Unit’s General Manager. Lead monthly IBP demand meetings by presenting data-backed insights, identifying root causes, and aligning on a consensus forecast. Lead special projects and reporting, and will be the demand planning liaison to the Operational Excellence team. The work environment… So, what’s it like to work here? If you’re based in the greaterBay Area, you’ll walk into our Emeryville office each Tuesday morning and start the in-person portion of our
hybrid work
weekat our weekly all-company meeting and find close to 200 of your colleagues sitting on sofas, beanbag chairs, or the floor excitedly talking 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 so every employee who lives within 100 miles of our offices is expected to come in each TUESDAY and WEDNESDAY. We aligned on those two common days way back in 2021 to be 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 on Zoom meetings are few and far between. The expected pay scale for this role is $140k to $150k, which may vary based on relevant experience, qualifications, geographic area (if applicable), and internal equity for the role. Our modern 50,000 sq. foot headquarters straddles the border of the cities of Emeryville, Oakland, and Berkeley, California with free onsite parking and many transportation options. You’re excited about this opportunity because your time will be filled with… Process/Tool – Integrated Business Planning: 30% of your time Own the delivery of monthly 0–18-month horizon for the assigned Business Unit portfolio Craft forecast insights: Work with the Director of Demand Planning to develop a clear forecast narrative, identifying challenges and tradeoffs for business discussions Fully understand total Business Unit Demand call from the bottoms up (customer level detail and drivers) to tops down (aggregate trends and dependencies) Bridge short-term and long-term impacts by attending and representing demand at the 2x/week Command Center People – Face of Demand for Business Unit IBP Partners and Business Unit CBT: 30% of your time
Represent demand planning at the weekly Core Business Team (CBT meeting) to provide voice of demand and field demand related questions Represent BU Demand portfolio at Supply powders/shakes meetings and in the Innovation Launch Success Meetings Attend the monthly Sales Business Unit (SBU) meetings to gather inputs/understanding of assumptions impacting the demand call Act as Co-Lead with Demand Planning Director for the monthly Demand Preview and Demand Review meetings with GM, Brand, Sales, Sales Strategy and Finance partners Collaborate with key stakeholders (Mktg, Sales, Finance) to understand demand assumptions such as promotions, distribution gains/losses, media impacts and product launches Foster a “Builder” culture of continuous learning and improvement, sharing learnings across the demand planning and OE teams Lead by example Process/Tool- o9, Continuous Improvement and KPI Performance: 30% of your time
Execute demand forecast changes in o9 in conjunction with short term S&OE processes (at a future date) and for long term IBP process Maintain statistical models within o9 with support of data scientist/data analyst as part of the Operational Excellence team Utilize o9 to develop reporting required to conduct Demand Review forums Support Operational Excellence team on statistical model selection Utilize Forecast X to run aggregated statistical models to provide insights and triangulation points to business Utilize historical data, market trends, and customer insights to validate the team’s demand forecasts Track key performance indicators (KPIs) for forecasted brands/sub-brands and provide root causing against KPI results Continuously monitor forecast accuracy and propose process adjustments as needed to improve forecasting precision Identify and share best practices with other Business Unit Demand Leads and OE partners Use data-driven insights to identify areas of improvement and drive efficiency in the demand planning process Team lead representing Demand Planning in forums with the Operational Excellence team Serve as the Demand Planning Team Captain- coordinate O9 and team activities- O9 updates, publishes, off cycle publish, ways of working Others – The daily stuff that everyone does but few quantify: 10% of your 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:
5-6+ years’ experience in multiple supply chain disciplines with demonstrated End to End understanding of Supply Chain interdependencies 4+ years’ experience in Demand Planning; 2+ years leveraging Statistical forecasting models Experience using forecasting tools like o9, ForecastX, SAP IBP, JDA, or similar Skills:
Influencing- ability to influence stakeholders with data driven insights to adjust forecasts Storytelling- use data visualization techniques to create a strategic narrative or story that allows the General Manager to extract the insights and direction needed to make confident business decisions A data-driven mindset—leading demand reviews and making informed recommendations. A proactive approach—monitoring performance metrics and continuously looking for ways to improve forecasting processes. Learning and growth mindset- keeping up with industry shifts, competitor activity, and economic factors that impact demand Creativity, exploration, and innovativeness Problem solving Bring people along – customer oriented and team player 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 Ability to navigate a matrixed organization, working with multiple teams across different levels High attention to detail and meticulous Strong collaboration skills—working with sales, marketing, finance, and supply chain teams to align forecasts with business goals 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: Embody a strategic mindset Challenge ideas respectfully by sharing your real opinion with conviction; disagree in a way people feel heard Bring people along by providing context and cascading information; share openly and inclusively Enterprise strategic view—take the full company perspective over departments or channels Connect courageously through empathetic, authentic personal connections with warmth and care You will thrive here and may just do the best work of your life if…
You want to be an integral part of shaping an amazing work culture and being a culture-add You know when good enough is good enough, or the rare times when execution needs to be flawless You can be flexible in your approach and abandon past practices if they don’t make sense You are comfortable being natural, casual, open, and even a bit playful at work You don’t have a big ego and give credit and praise freely You like to get sh*t, I mean—stuff done You can be both clear and kind—empathetic yet hold people accountable You can hold the tension of being both warm and self-deprecating, and also super credible as a professional You can do periods of focused, deep work on projects that drive the business forward This may not be your ideal next career move if…
You like a lot of structure, rules, and uniformity You like hierarchy, and command and control management You like a “big company” impersonal, cog-in-the-machine vibe—that ain’t us You want to build a beautiful, orderly bureaucracy You like things to not change much (we suggest the elevator business for that) Dealing with ambiguity or experimentation is not your jam You try to resolve challenging interpersonal situations over instant messaging You enjoy writing stuffy job descriptions (wink, wink) You want to work in your own silo-of-excellence You prefer engaging with your camera off, better yet, on mute, and demonstrating excellence through email You tend 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 (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 92% 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. #J-18808-Ljbffr