Job Description

Position Summary

The Director, Integrated Business Planning Center of Excellence (IBP CoE) is responsible for defining, leading, implementing, and continuously evolving the Beer Division IBP operating model on behalf of the IBP CoE. This role defines and maintains IBP standards and best practices, governs the initiative roadmap, and owns the IBP Process Health Check and Process Maturity Assessment — ensuring the Beer Division’s IBP governance and planning processes operate as one version of the truth and continuously mature.

This leader drives decision quality, transparency, and value creation by embedding scenario based planning, clear governance, and partners closely with CoE Enablement and Execution to ensure prioritized work translates into delivered capability.

Key Responsibilities

• Define and own the IBP North Star, including the initiative roadmap and maturity progression across all IBP building blocks (demand, supply, financial integration, governance, data & technology), ensuring alignment to enterprise priorities and business outcomes.
• End-to-End Beer Value Chain Value Identification: Identify E2E value opportunities across the Beer Division IBP operating model. Classify issues such as capability or tool enablement gaps and assess impact on forecast quality, financial alignment, and Forecast value add (FVA).
• Standards & Governance: Define and maintain IBP standards and best practices, ensuring consistent ways of working across Demand, Supply, Governance, and Finance integration, and enabling improved planning performance and decision alignment across the organization.
• Initiative Roadmap & Prioritization: Develop and govern the IBP initiative roadmap, leading prioritization and trade-off decisions to ensure focus on the highest-value opportunities and scalable solutions across categories.
• Process Maturity: Own the IBP Process Health Check and Process Maturity Assessment, driving continuous improvement of the IBP operating model and ensuring maturity progression translates to measurable gains in planning effectiveness and business performance.
• Change Leadership: Lead and Influence at both executive and junior levels to establish IBP as the core enterprise operating model for balancing growth, cost, service, and risk across a multi-horizon planning cycle

Success Metrics

• Top Line Revenue Growth — driven by improved planning accuracy and demand-supply matching
• Bottom Line Total Landed Cost Reduction — Production Efficiency, Transportation, Labor and Network Optimization savings
• EBIT Margin
• Working Capital Exposure — inventory turns improvement, working capital reductions
• IBP Process Maturity Score — improvement across the Health Check and Maturity Assessment
• Standards Adoption — consistency of “one version of the truth” across planning functions
• Operational Excellence — Planning Accuracy, continuous improvement implementation, IBP process effectiveness

Working Relationships

Reports to: Senior Director, IBP CoE

Indirect Reports:

• IBP Process SME(s)/Analyst(s)

Key Interfaces:

• IBP Process Owners/Leads
• Director, IBP CoE Enablement
• Execution/IT (Solution Architects, DevOps)
• Knowledge Hub
• Finance, Supply Chain, Commercial (Sales/Marketing)

Role Expertise

• Bachelor’s degree with 8-10+ years in Supply Chain/Integrated Business Planning, with deep IBP domain expertise across Demand, Supply, and Executive/Financial review cycles.
• Proven experience designing or governing standards, frameworks, or maturity models within a large, matrixed organization.
• Experience facilitating cross-functional governance forums and steering committees.
• Working knowledge of agile and product operating models preferred.

Individual Skills

• Strategic Planning & Business Acumen: Connects governance decisions to enterprise service, cost, and working-capital outcomes.
• Deep IBP Expertise: Fluent in the full IBP cadence — Portfolio, Demand, Supply, Pre-Exec, and Executive Review.
• Data/Analytics Proficiency: Uses data to assess value and prioritize trade-offs objectively.
• Facilitation & Governance: Runs structured decision forums that produce clear, actionable outcomes.
• Influencing Without Authority: Aligns Process Owners, Enablement, and Execution around shared standards.
• Change Leadership: Drives adoption of new standards and ways of working across the organization.

Mindsets & Behaviors

• Believes in a non-hierarchical culture of collaboration, transparency, safety, and trust.
• Comfortable bringing structure to ambiguity and turning raw ideas into well-formed, governed initiatives.
• Result-oriented, recognizing that maturity improvement is a continuous journey, not a one-time event.
• Challenges the team to bring intellectual curiosity, creativity, and innovation to standards and governance.

Physical Requirements/Work Environment

• Must be at least 21 years of age. Must be able to sit and/or stand for long periods of time and work on a computer for extended periods. Lifting may be required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
• Travel <50%

Location

Additional Locations

Job Type

Job Area

The salary range for this role is:

This is the lowest to highest salary we in good faith believe we would pay for this role at the time of this posting.  Our compensation is based on cost of labor. For remote locations or positions open to multiple locations, the pay range may reflect several US geographic markets, including the lowest geographic market minimum to the highest geographic market maximum. We may ultimately pay more or less than the posted range, and the range may be modified in the future. An employee’s pay position within the salary range will be based on several factors including, but not limited to, the prevailing minimum wage for the location, relevant education, qualifications, certifications, experience, skills, seniority, geographic location, performance, shift, travel requirements, sales or revenue-based metrics, any collective bargaining agreements, and business or organizational needs.  At Constellation Brands, it is not typical for an individual to be hired at the high end of the range for their role, and compensation decisions are dependent upon the facts and circumstances of each position and candidate. We offer comprehensive package of benefits including paid time off, medical/dental/vision insurance, 401(k), and any other benefits to eligible employees.

Note: No amount of pay is considered to be wages or compensation until such amount is earned, vested, and determinable. The amount and availability of any bonus, commission, or any other form of compensation that are allocable to a particular employee remains in the Company's sole discretion unless and until paid and may be modified at the Company’s sole discretion, consistent with the law.

Equal Opportunity

Constellation Brands is committed to a continuing program of equal employment opportunity. All persons have equal employment opportunities with Constellation Brands, regardless of their sex, race, color, age, religion, creed, sexual orientation, national origin or citizenship, ancestry, physical or mental disability, medical condition (cancer or genetic characteristics), marital status, gender (including gender identity or gender expression), familial status, military or veteran status, genetic information, pregnancy, childbirth, breastfeeding, or related conditions (or any other group or category within the framework of the applicable discrimination laws and regulations).