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Senior Manager Innovation

4 months ago

White Plains, United States Sabra Full time

Sabra makes America’s most iconic and beloved hummus and a delicious range of plant-based dips and spreads. We are dedicated to uniting and delighting the world around planet-positive food.

Sabra was founded in 1986 in Astoria, Queens and is headquartered in White Plains, New York. Sabra’s 500+ team members proudly produce hummus in Chesterfield County, Virginia, taking great care to ensure the highest-quality hummus is ready to go home with you. From party time to snack time, Sabra is always a feel-good food.

Sustainability is in our roots. Sabra hummus is made with chickpeas grown on family-farms in the Pacific Northwest. The chickpea is not only a nutritional powerhouse but an agricultural treasure, pulling nitrogen from the atmosphere and depositing nutrients into the soil for future crops to consume, making the world a better place one chickpea at a time. Our commitment to the planet drives the ingredients we source, the products we produce, the choices we make and the way we engage with one another and with our community.

People are at the core of how we grow and create value; leading with diversity, equity and inclusion contributes directly to our shared success. We are always looking for talented people who share our passion for nourishing our bodies, our souls, and our communities. If you are interested in learning more about career opportunities at Sabra, visit our career site.

The Senior Manager of Innovation for Sabra North America is a dynamic visionary who leads Sabra's strategic product pipeline, overseeing the development and execution of new products, line extensions, and renovations across our entire portfolio. You will be at the forefront of driving creativity, consumer-centricity, and continuous improvement to ensure Sabra unites and delights the world as the leading disruptive innovator of delicious, fresh foods in the Hummus category and beyond.

Working with internal and external stakeholders, you will mine data and insights to develop winning concepts supported by clear financials, use a balance of leading technology and scrappy methodologies to validate concepts with legally approved hard-hitting claims, and bring these concepts to life with proven product-market fit through first production. This leader must consistently demonstrate a strong ability to manage through influence in accordance with Sabra’s Values to generate the cross-functional buy-in necessary for executional excellence.

Dip Into Your Role

  • Strategic Roadmap Development & Project Management: Spearhead the ideation and development of a rolling 3-yr product innovation roadmap that is aligned with Sabra's brand vision, business ambition, and market trends. Collaborate with cross-functional teams to evaluate and prioritize concepts that align with the company's growth objectives. Oversee end-to-end product development processes, from concept creation to commercialization, identifying potential risks and challenges during product development and implementing mitigation strategies to minimize impact on project timelines and outcomes for breakthrough and commercial innovation.
  • People Management: In addition to owning your own projects, you will directly manage a Brand Manager, NA Innovation and be responsible for goal setting for your sub-department as you mentor and coach them through best-in-class Innovation.
  • Project Financials, Budget, & Resource Management: Identify the size of prize, Sabra’s right to win within the total addressable market (TAM), and rolling 3-yr market share and contribution margin estimates from the onset. Develop a commensurate learning plan to ensure optimal allocation of resources to maximize project success with a total investment budget inclusive of a learning plan, CapEx, a working P&L, and Payback expectations. As the concept gets more defined, refine the P&L and investment budget in collaboration with Insights & Analytics, R&D, Supply Chain, Production, and Finance inputs, and partner with brand management and sales strategy on appropriate pricing to win in the market.
  • Names, Claims, and IP: Ensure Sabra goes to market with enticing product names, rationalized subcategories, and documented hard-hitting consumer claims with risk-based contextual use cases that will also win SEO. Ensure we appropriately invest in and protect all IP.
  • Stage Gate Leadership and Launch Viability: Be the expert on the Stage Gate Process for Marketing Innovation. Partner closely with the Operations Senior Project Manager to drive monthly Program Stage Gate meeting cadence for marketing led Innovation. Coordinate with various teams, including R&D, Finance, Marketing, Sales, Operations, Supply Chain, and Legal to ensure high-quality, timely, and successful product launches that meet Brand Management’s portfolio objectives, are brand equity accretive, financial KPIs, and exceed customer expectations for category growth. It will be your responsibility to drive launch viability, including ensuring that each innovation has a strong Insight, Benefit and reason to believe for consumers and compelling category selling story for customers.
  • Go-to-Market Handoff: As Innovation lead, once a project crosses into Commercialization, you will deliver the necessary information for your Brand Management counterpart to take lead on the GTM marketing strategy and plan execution. You will continue to lead your R&D, Production, Supply Chain, and Sales Operations partners to see the product(s) through successful first production and TOPs QC clearance.
Recipe for Success
  • Bachelor’s degree required; MBA preferred.
  • Four+ years marketing experience within the CPG or food industry is essential, with at least two years in a role related to new product development, or innovation.
  • Proven ability to bring successful innovation to market repeatedly.
  • Master at mining insights to craft consumer problem solution statements, identifying knowledge gaps, and formulating learning plans that optimize commercial success.
  • Strong copywriting, creative, and communication skills to galvanize internal cross-functional teams, sell into the customer, and drive consumer purchase interest.
  • Model building whiz with strong data and analytical skills to build size of prize, addressable market, and pricing models with limited resources.
  • Comfortable building processes from scratch.
  • Experience managing multiple workstreams in a fast-paced environment with the ability to shift priorities quickly in line with business objectives.
  • Experience working with formulation, packaging, and regulatory requirements is highly valuable.
  • Comfortable with ambiguity and resourceful; ability to learn on the job and self-teach
  • Curious mindset and passion for growing the brand and business
  • Must be proficient with MS Excel and PowerPoint
  • In compliance with pay transparency requirements, the anticipated starting pay for new hires for this position is between $125k-$160k per year. Full-time employees are also eligible for performance-based bonuses and benefits. This is not a guarantee of compensation or salary, as a final offer amount may vary based on factors including but not limited to experience, education, location, and shift.


We celebrate an inclusive environment and provide equal opportunity for development and advancement. As an equal opportunity employer, all qualified applicants will receive consideration for employment without regard to race, color, religion, gender, sexual orientation, gender identity, national origin, age, disability, genetic information, marital status, amnesty, status as a covered veteran or uniform service member, or any other protected characteristic under applicable federal, state and/or local law.

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. 41 CFR 60-1.35(c)