Lead, HR Manager, WHQ People & Performance

Job Description Lead, HR Manager, WHQ People & Performance Location: Chicago, Illinois Work Arrangement: Hybrid, three days per week in the Chicago office As the Lead, HR Manager, WHQ People & Performance , you will serve as a senior, globally focused HR Business Partner who connects complex business strategy with practical, high-impact execution. Reporting directly to the Head of People & Performance for Finance, Global Technology, and P&P , you will lead the people strategy for a global organization of approximately 230 employees across 20 countries . You will have autonomous P&P responsibility across five core global hubs: the United States, Canada, the Netherlands, the United Kingdom, and India . In this highly visible role, you will advise and support approximately four to eight executive-level leaders , directly manage two Senior Analysts , and partner across our global P&P network to deliver talent strategies that strengthen organizational performance, leadership capability, employee engagement, and retention. What’s on the Menu? Strategic HR Business Partnership Develop and execute comprehensive P&P strategies for a global employee population of approximately 230 people across 20 countries. Serve as a trusted advisor and talent coach to four to eight executive-level leaders, providing strategic counsel on workforce priorities, organizational effectiveness, leadership capability, and employee matters. Translate global business objectives into actionable people strategies that improve organizational performance and prepare the business for future growth. Provide autonomous P&P leadership across the United States, Canada, the Netherlands, the United Kingdom, and India. Partner with leaders to evaluate organizational health, identify workforce and capability gaps, and implement targeted talent solutions. Balance strategic leadership responsibilities with hands-on execution of critical HRBP priorities in a fast-paced, matrixed environment. Global People Strategy and Organizational Effectiveness Lead global organizational assessments and develop multi-regional frameworks that strengthen consistency across global functions and regional teams. Partner with business and P&P leaders to implement organizational design strategies that align structure, roles, capabilities, and talent with evolving business needs. Lead workforce planning discussions and use people insights to anticipate talent needs, identify organizational risks, and support informed business decisions. Guide leaders through organizational changes by providing thoughtful change leadership, communication planning, and employee support. Collaborate with regional P&P partners and Centers of Excellence to align people practices while recognizing country-specific business and workforce needs. Develop targeted strategies that strengthen employee experience, increase retention, and support a high-performing culture. Talent Management, Succession, and Leadership Development Facilitate comprehensive global talent reviews across critical functions and translate talent discussions into clear, actionable development plans. Build cross-border succession strategies and strengthen internal pipelines for business-critical and leadership roles. Partner with executives to identify high-potential talent, capability gaps, development priorities, and internal mobility opportunities. Oversee leadership development efforts that support career progression, strengthen organizational capability, and position the right talent to scale global operations. Coach leaders on performance management, talent differentiation, succession readiness, and team effectiveness. Help create an environment in which employees understand performance expectations, see opportunities for growth, and are empowered to deliver meaningful business impact. Employee Engagement and Retention Monitor global engagement, workforce, and voluntary turnover metrics to identify trends, risks, and opportunities across World Headquarters and international zones. Partner with leaders to translate employee feedback and workforce data into meaningful action plans. Assess the effectiveness of talent and engagement initiatives and recommend adjustments based on employee insights and business outcomes. Support leaders in creating inclusive, accountable, and engaging team environments across geographically dispersed employee populations. Global Initiatives and P&P Partnership Own and execute high-profile global P&P initiatives, including the EPDM fireside chat series and specialized leadership sessions involving the Executive HR Team. Build strong relationships across the global P&P community to influence priorities, align stakeholders, and activate talent initiatives across regions and functions. Leverage internal and external professional networks to bring forward relevant practices, insights, and partnership opportunities. Facilitate executive discussions, talent forums, leadership sessions, and employee programs that advance enterprise people priorities. Create scalable tools, frameworks, and governance practices that enable consistent execution across global and regional teams. Serve as a connector across business leaders, regional P&P teams, and Centers of Excellence to ensure coordinated and effective delivery. Team Leadership and Operational Governance Lead, coach, and develop two Senior Analysts supporting P&P, Finance, and Global Technology. Establish clear priorities, goals, and accountability while creating meaningful development opportunities for team members. Enable the team to deliver accurate, timely, and data-driven HR processes, insights, and recommendations. Implement stakeholder engagement and operating protocols that promote alignment, visibility, and operational excellence. Use workforce metrics, routine management, and governance practices to monitor progress and strengthen execution. Identify opportunities to simplify processes, improve service delivery, and increase the effectiveness of P&P support. Partner with the broader P&P organization to ensure consistent delivery of core talent, workforce, and employee processes. Recipe for Success Apply now if this sounds like you: 7-10+ years of progressive Human Resources or People & Performance experience with at least three to five years of experience supporting global or international employee populations . You have served as a strategic HR Business Partner within a fast-paced, complex, highly matrixed corporate environment. You have a demonstrated track record of advising, coaching, and influencing executive-level leaders. You have led talent management, succession planning, workforce planning, organizational design, or leadership development initiatives. You understand the considerations involved in supporting employees and leaders across multiple countries, regions, and labor environments. You can translate business strategy, employee insights, and workforce data into practical people solutions. You have experience managing and developing direct reports, ideally within senior analyst, specialist, or HR professional career tracks. You are skilled at building productive relationships and influencing peers and stakeholders without relying solely on formal authority. You can effectively balance strategic thinking, stakeholder leadership, and hands-on execution. You communicate complex topics clearly and confidently with employees, business leaders, and senior executives. You demonstrate sound judgment, discretion, adaptability, and a strong commitment to the employee experience. Preferred Qualifications Bachelor’s degree in Human Resources, Business Administration, Organizational Development, Psychology, or a related field. Experience supporting global corporate functions such as Finance, Technology, Human Resources, or other enterprise functions. Experience within a multinational consumer products, manufacturing, retail, or similarly fast-paced organization. Working knowledge of international employee relations, global talent practices, and multi-country workforce considerations. Experience using workforce analytics, employee engagement data, and talent insights to guide decisions and measure results. Experience partnering with HR Centers of Excellence and regional HR teams to deliver enterprise-wide programs. Experience leading complex projects or strategic talent initiatives across multiple functions, countries, or stakeholder groups. Our Total Rewards philosophy is to provide a meaningful and flexible spectrum of programs that equitably support our diverse workforce and their families and complement Kraft Heinz’ strategy and values. New Hire Base Salary Range: $141,500.00 - $176,900.00 Bonus: This position is eligible for a performance-based bonus as provided by the plan terms and governing documents. The compensation offered will take into account internal equity and may vary depending on the candidate's geographic region, job-related knowledge, skills, and experience among other factors Benefits: Coverage for employees (and their eligible dependents) through affordable access to healthcare, protection, and saving for the future, we offer plans tailored to meet you and your family’s needs. Coverage for benefits will be in accordance with the terms and conditions of the applicable plans and associated governing plan documents. Wellbeing: We offer events, resources, and learning opportunities that inspire a physical, social, emotional, and financial well-being lifestyle for our employees and their families. You’ll be able to participate in a variety of benefits and wellbeing programs that may vary by role, country, region, union status, and other employment status factors, for example: Physical - Medical, Prescription Drug, Dental, Vision, Screenings/Assessments Social - Paid Time Off, Company Holidays, Leave of Absence, Flexible Work Arrangements, Recognition, Training Emotional – Employee Assistance Program , Wellbeing Programs, Family Support Programs Financial – 401k, Life, Accidental Death & Dismemberment, Disability Location(s) Chicago/Aon Center Kraft Heinz is an Equal Opportunity Employer – Underrepresented Ethnic Minority Groups/Women/Veterans/Individuals with Disabilities/Sexual Orientation/Gender Identity and other protected classes. In order to ensure reasonable accommodation for protected individuals, applicants that require accommodation in the job application process may contact for assistance.