Full Job Description
Kraft Heinz, The Company
As one of the world’s largest food and beverage companies, we are proud to spark joy around mealtimes with a global portfolio of more than 200 brands. Some are iconic master brands like Heinz, Kraft and Planters. Others are fast growing new sensations that defy status quo like DEVOUR and Primal Kitchen. No matter the brand, we are united under one vision To Be the Best Food Company, Growing a Better World . Bringing this vision to life are our 36,000+ teammates around the world, making food people love.
Together, we help provide meals to those in need through our global partnership and commitment with Rise Against Hunger. And we also stand committed to sustainability, and the health of our planet and its people.
Every day, we are transforming the food industry with bold thinking and unprecedented results. If you’re passionate like us - and ready to create the future, build on a storied legacy, and participate as a conscientious global citizen - there’s one thing to do join us.
Our Culture of Ownership, Meritocracy and Collaboration
We’re not afraid to think differently. Embrace new ideas. Dream big. It all comes down to the way we empower our people to own their work. It’s true Our employees are our competitive advantage.
As part of the Kraft Heinz family you’re supported to grow and achieve. You’re recognized and rewarded for outstanding performance at every level. You’re given the opportunity to leave your mark and build legacies. But you won’t do it alone. This is where our values and teamwork thrives and collaborative spirit fuels every day.
This is a role for someone who craves a global challenge balanced by the desire to be accountable for a function in Kraft Heinz. It is both a strategic and a tactical position. Those that do not want to get their hands dirty should not apply.
This Manager, HR Business Partner - US Finance role will drive all people activities, initiatives and programs for our US Finance organization. The role is responsible for driving all people initiative across the function, including determining the optimal structure, talent pipeline and people strategies, under the direction of the Associate Director, HR – Support Functions.
Acts as coach & business partner to senior leaders, line management and employee s . Our People Function mainly focuses on business priorities while driving our Culture, ensuring Meritocracy and never settling for average.
Talent Development – manage the performance management 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 and best practices; 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. Work with leaders to proactively manage 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 – work with leaders to actively manage 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 manage and mentor HR analysts to drive performance and results as well as to build strong pipeline of HR talent for the organization.
DRIVING CULTURE TRANSFORMATION
Culture Transformation – 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 at all levels of the organization.
Diversity & Inclusion – work across the organization to maximize 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 maximize ways to build our talent capability at all levels; work across the organization to maximize training and development, Ownerversity, career experiences, mentoring and rotations. Conduct various training sessions; acting as mentor; acting as 360 coach to leaders.
Design Lean Organization and Simplification (structure, processes, systems) – continually work with and challenge current org structures to drive continuous improvement and efficiencies. Partner with team leaders to evaluate monthly business performance reviews and audit to ensure structures mirror company approach.
Drive Cost Efficiency – actively manage team budget and seek opportunities to reduce costs on a continual basis, manage all organizational redesign decisions; ability to facilitate organization, process and people assessments to narrow gaps and drive efficiencies. Seek opportunities to drive efficiencies while maximizing value.
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 such as talent acquisition, compensation, employee relations, benefits T&OE, and zero-based budget team.
Communication Skills – must have excellent written and verbal communication skills and have proven ability to modify communication style/approach based on audience.
Leadership Abilities – must be able to make difficult decisions and challenge leaders/managers/employees and fight for the right decision.
Business Acumen – ability to 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 Acumen as we are NOT Traditional HR
HR related experience in a process-driven environment
Proven ability and success in working in a matrixed organizational environment
3+ years of progressive Human Resource experience.
Must have excellent written and verbal communication skills.
Core knowledge of and ability to collaborate with all areas within HR such as talent acquisition, compensation, employee relations, benefits.
Robust analytical skillset.
Strong leadership abilities.
Ability to understand business financials and how HR can impact.
Influencing/aligning strategy around talent capability and behaviors.
Record of partnering at all levels in an organization to drive priorities.
Success in leading change efforts in a matrix environment.
Ability to assess, design and recommend organization changes & simplification.
Experience working in a Lean Six Sigma / Continuous Improvement culture preferred.
Equal Opportunity Employer–minorities/females/veterans/individuals with disabilities/sexual orientation/gender identity