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At Premier Nutrition, we’re a team cheering on our customers every step of the way. Maybe it’s in the PowerBar right before a marathon. Or in a post-workout bottle of Joint Juice. So many athletes count on us for healthy and transparent energy products, and that’s why we need a team that’s dedicated to building the future of nutrition. So come take the first step toward a career built on winning.

Sr. Manager of Co-Packer Operations




Within the Premier Nutrition network, owns co-packer operations, dimensionalizes and resolves issues, develops and analyzes contracts, and manages co-packer cost performance against budget targets. In partnership with Quality and Supply Planning, ensures that manufacturing performance, cost objectives and quality goals are met. Works with the VP of Operations in the review of long-term capacity needs and helps with planning to meet future growth. Relies on experience and judgment to plan work and accomplish goals. A wide degree of creativity and latitude is expected and required.



  • Manage and direct the business relationship with co-packers, navigating issues and negotiating solutions to ensure efficient and effective production.
  • Partner with Quality and Product Development to ensure that all co-packers develop and commercialize products according to the company’s quality, food safety, regulatory compliance requirements, and contractual commitments.
  • Analyze monthly actual-to-budget cost variances, identify root cause and drive cost improvement.
  • With Supply Chain and Procurement, identify and correct cost gaps with suppliers and co-packers to drive improved margins and consistency.
  • Participate in annual and periodic review of COGS for budgeting and forecasting.
  • Coordinate with Supply Chain, Quality, and other internal departments to cross-functionally resolve elevated issues.
  • Advocate and drive co-packer production efficiency to develop meaningful shared wins for PNC and co-packer.

  • Identify potential new co-man partners.
  • Work with the VP of Operations and Legal to coordinate contract development and renewals.
  • Support innovation efforts by identifying and qualifying new and interesting technologies and product delivery platforms.
  • Work cross-functionally to support efficient and effective product commercialization strategies and best practices.
  • Provide thought leadership in the development and implementation of company manufacturing position, policy, and direction and translate these into strategic initiatives.


  • BA/BS degree in Business, Engineering, Manufacturing Management, Food Manufacturing Technology, or similar discipline required.
  • Experience:

  • 7+ years of experience in the management of consumer packaged goods (CPG) manufacturing operations or co-packer operations with a strong preference for food and beverage, or nutritional products background.
  • Familiarity with an array of co-packer platforms including beverages, dry mixes, bars, tablets/capsules, and others.
  • Must have demonstrated experience with evaluating and improving manufacturing performance and effectively managing co-packer relationships to drive innovation, quality, and costs in support of company objectives.
  • Skills:

  • Ability to travel up to 25%
  • Must demonstrate strong communication, decision making, problem solving, negotiation, planning, and leadership skills.
  • High degree of proficiency in Microsoft Office applications and presentations.
  • Ability and willingness to travel as required to vendor, supplier, and co-packer locations.
  • Post Holdings 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.


    Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

    The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information.

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