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 ent