As a Manager Human Resources, you will be responsible for driving efforts in talent development, people strategies, change management, organizational efficiency, and driving a culture of ownership within the organization. This role reports to the Director HR, P&P and Legal & Corporate Affairs. In this role you will provide HR support across the World Headquarters Zone. 

Essential Functions & Responsibilities 

Talent Development – lead the performance management program driving high expectations with assigned client groups. Ensure teams are appropriately trained on the overall process as well as program changes in order to facilitate robust calibration sessions. This is inclusive of extensive employee on-boarding (content creation and facilitation), effective goal setting, development planning, quarterly reviews as well as continued feedback and coaching throughout the year.

Staffing & Recruiting – engage with all hiring managers on staffing plans; becoming more predictable with resource needs; ensure hiring managers are properly trained on all talent acquisition processes and practices; participate on interview and selection teams; partner with recruiters to drive best results; develop extensive analytics on hiring trends; collaborate on job descriptions and responsibilities; ability to assess talent, skill and knowledge gaps and hire for immediate and future needs. Ability to lead efforts around university relations and veteran recruiting.

Workforce Planning – assess organizational structures on a regular basis to ensure proper staffing levels. Proactively lead the movement and development of talent in alignment with staffing needs; facilitate the movement of talent within field sales organization and central teams.

Employee Relations – actively lead and resolve performance issues proactively, minimizing any risk. Evaluate Employee Relations on macro and micro level to identify any trends and regularly train managers and team leaders on applicable processes and communication channels.

Manager & Mentor – Effectively lead and mentor HR analysts to drive performance and results as well as to build a pipeline of HR talent for the organization.

Drive Culture – Drive the Kraft Heinz Culture and Values; credible partner in driving big cultural initiatives such as Management By Objectives (MBOs), Continuous Improvement and process mapping, as well as ensuring Meritocracy happens within the organization.

Diversity & Inclusion – increase D&I efforts; ability to influence leaders in everything we do to ensure D&I is the foundation by which we live our values.

 Building Organization Capability – partnering with leaders to enhance ways to build our talent capability; work across the organization to increase training and development, Ownerversity, career experiences, mentoring and rotations. Conduct various training sessions; acting as mentor; acting as 360 coach to leaders.

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.

Preferred Experience: 

Highly Ambitious, intrinsically motivated, and always fighting to be the Best.

HR Fundamentals –core knowledge of and ability to collaborate with all areas within HR.

Employment Law – understand and be advise on matters of local employment laws and labor requirements.

 Communication Skills – excellent verbal communication skills and have proven ability to modify communication style/approach based on audience.

Leadership Abilities – ability to make difficult decisions and challenge leaders/managers/employees and fight for the right decision.

Business Knowledge– understand all business metrics with an emphasis on financials and seeking opportunities for HR to impact.

Strategic Abilities – influencing/aligning strategy around talent capability and behaviors.

Influencing & Collaboration Skills – record of partnering at all levels in an organization to drive priorities and results.

Strong Financial and Data analytical skills as we are NOT Traditional HR

HR related experience in a process-oriented environment.

 Proven ability and success in working in a matrixed organizational environment.

Qualifications:

 Progressive Human Resource experience.

Robust analytical skills.

Strong leadership abilities.

Ability to understand business financials and how HR can impact.

Success in leading change efforts in a matrix environment.

Ability to assess, design and recommend organization changes & simplification.

Experience in HR roles supporting corporate functions is a plus.