Senior Manager HR, People & Performance

Job Description

Senior Manager HR, People & Performance – World Headquarters

Location: Chicago, IL (World Headquarters) – Hybrid 3 days/week

Senior Manager HR, People & Performance at a glance...

As the Sr. Manager, HR Business Partner (HRBP) supporting our World Headquarters (WHQ) HR function, you will serve as a strategic advisor to HR leaders and a driver of high-impact people’s initiatives. In this role, you will partner closely with HR functional teams to translate business and operational priorities into scalable people strategies that strengthen capability, performance, and engagement across the organization.

You will be responsible for advancing talent development, leading and enabling change management, and improving organizational efficiency to help the HR function deliver operational excellence. With a strong focus on the employee experience, you will identify opportunities to streamline ways of working, elevate leader effectiveness, and ensure HR programs and practices are implemented consistently and thoughtfully helping shape an environment where teams can do their best work.

What's on the menu?

• Strategic HR Leadership - Develop and implement HR strategies aligned with the company's goals. Act as a trusted advisor to leadership on organizational development and talent management. Provide guidance to management on workforce planning, employee relations, and performance management. Assess organizational structures on a regular basis to ensure proper resourcing. Proactively leads to the movement and development of talent in alignment with staffing needs. Leverage HR analytics to provide leaders with data-driven insights and recommendations on workforce trends, turnover rates, and employee satisfaction.
• Talent Management - Actively participate in talent development and retention strategies, ensuring that the organization has the right people in the right roles. Identify and develop future leaders within the organization, supporting leadership development programs and succession planning.
• Strategic Recruitment & Talent Acquisition - Oversee the full-cycle recruitment process to attract and retain top talent. This includes partnering with hiring managers to identify talent and capabilities needed to achieve priorities and ensure a high bar for technical and leadership excellence.
• Employee Relations - Serve as the primary point-of-contact for employee concerns and foster a positive work environment. Resolve workplace issues effectively, maintaining confidentiality and impartiality, minimizing any risk. Promote open communication and ensure alignment with company values.
• Budget Management – Actively manage team budget and optimize costs on a continual basis, lead all organizational redesign decisions; ability to facilitate organization, process and people assessments to narrow gaps and drive efficiencies. Seek opportunities to drive efficiencies while improving value.
• Performance Management - Drive a robust performance management process inclusive of quarterly development discussions ensuring managers are properly trained to set performance and development goals and give feedback. Lead the OPR process with your client group, which includes onboarding new leaders to the process and developing all session materials. Collaborate with managers to address underperformance issues with actionable improvement plans.
• Drive Culture – Drive the Kraft Heinz Culture and Values by leading big cultural initiatives such as Management By Objectives (MBOs), Continuous Improvement and process mapping, as well as ensuring Meritocracy within the organization. Collaborate to increase DEI efforts.
• Employee Engagement - Help promote a positive organizational culture and employee engagement initiatives, providing insights and recommendations based on employee feedback and metrics.

Recipe for Success - apply now if this sounds like you!

• I have a minimum of 7 years HR experience in Employee Relations, Staffing, Talent Management, Change Management and Performance Management.
• I have strong business acumen and leadership in HR and the ability to partner and influence strategic priorities, with an active curiosity, insight orientation and external perspective about people and business performance.
• I have broad generalist HR skills across a range of populations with increasing responsibility, and experience assessing, designing and recommending organizational changes and simplification. I have the ability to engage, inspire, and influence people and to develop strong partnership