Sr Manager, HR - Taste Elevation People Strategy
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What you'll do
- Build and maintain the BU 3-year workforce and talent strategy aligned to business strategy (growth, cost, productivity, operating model).
- Lead annual people planning & cycle process – identify priority problems to solve, define initiatives, sequence work, and secure executive alignment – and translate strategy into a 1-year roadmap with clear outcomes, owners, and milestones.
- Develop and implement organizational design strategies that align with business objectives, including talent management, change management, and culture development
- Lead strategic initiatives in partnership with HRBPs across the BU to enhance organizational effectiveness
- Produce decision-grade insights on: attrition/retention, hiring capacity, internal mobility, skills gaps, performance, engagement, span/layer, productivity, and workforce cost.
- Build business cases (ROI, scenario modeling) for interventions and investments.
- Act as the BU liaison for COE programs: ensure solutions fit BU context and are deployed effectively.
- Drive cross-functional execution: operating cadence, risk management, dependency tracking, stakeholder management.
- Identify and close gaps between COE guidelines and BU needs (e.g., tailored talent programs, critical role actions).
- Develop and implement HR strategies that drive business outcomes, including talent and performance management, maintaining a single source of truth
- Provide strategic guidance and consultation to the BU on talent management, and develop strategies to attract, retain, and develop top marketing talent
- Set up & own the dashboards & rituals (monthly, quarterly, etc) for talent health and initiative progress with both business & people leaders.
What they're looking for
- 8+ years of proven experience in marketing, finance, HR or a related field, with a focus on Commercial or HR operations
- Proven track record of developing and implementing strategies that drive business outcomes
- Excellent communication, collaboration, and project management skills
- Ability to analyze complex data and provide actionable insights, including experience with Workday, Power BI and/or Tableau, Nielson/IRI, etc.
- Proven ability to influence senior leaders without direct authority
- Program management and change leadership expertise
- Strong business acumen and understanding of the company’s business objectives
Summarised by NextRaise from the employer’s description, which follows in full below.
Full description from employer
Job Description
This Sr HR Manager for People Strategy will shape the Taste Elevation BU's people agenda and influence the decisions that enable future growth. Partnering with HR and BU leaders, this role will build alignment and drive action around the 1-year priority roadmap and 3-year talent and workforce plan. As a trusted advisor, this leader will use data, business insight, and persuasive storytelling to champion bold solutions, mobilize stakeholders, and turn people strategy into measurable business impact. This role is excellent for the strategic HR partner who wants to strengthen their exposure & impact, or for someone with strong professional experience seeking to break into the HR function!
Key Responsibilities:
Strategy & Planning:
Build and maintain the BU 3-year workforce and talent strategy aligned to business strategy (growth, cost, productivity, operating model).
Lead annual people planning & cycle process – identify priority problems to solve, define initiatives, sequence work, and secure executive alignment – and translate strategy into a 1-year roadmap with clear outcomes, owners, and milestones.
Organizational Effectiveness & People Analytics:
Develop and implement organizational design strategies that align with business objectives, including talent management, change management, and culture development
Lead strategic initiatives in partnership with HRBPs across the BU to enhance organizational effectiveness
Produce decision-grade insights on: attrition/retention, hiring capacity, internal mobility, skills gaps, performance, engagement, span/layer, productivity, and workforce cost.
Build business cases (ROI, scenario modeling) for interventions and investments.
Program leadership & COE orchestration
Act as the BU liaison for COE programs: ensure solutions fit BU context and are deployed effectively.
Drive cross-functional execution: operating cadence, risk management, dependency tracking, stakeholder management.
Identify and close gaps between COE guidelines and BU needs (e.g., tailored talent programs, critical role actions).
HR Strategic Initiatives:
Develop and implement HR strategies that drive business outcomes, including talent and performance management, maintaining a single source of truth
Provide strategic guidance and consultation to the BU on talent management, and develop strategies to attract, retain, and develop top marketing talent
Set up & own the dashboards & rituals (monthly, quarterly, etc) for talent health and initiative progress with both business & people leaders.
Expected Experience & Required Skills:
8+ years of proven experience in marketing, finance, HR or a related field, with a focus on Commercial or HR operations
Proven track record of developing and implementing strategies that drive business outcomes
Excellent communication, collaboration, and project management skills
Ability to analyze complex data and provide actionable insights, including experience with Workday, Power BI and/or Tableau, Nielson/IRI, etc.
Proven ability to influence senior leaders without direct authority
Program management and change leadership expertise
Strong business acumen and understanding of the company’s business objectives
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:
$120,800.00 - $151,000.00Bonus: 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 CenterKraft 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 NAZTAOps@kraftheinz.com for assistance.
Company
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