HR Global Process Expert

Job Description

Job Profile: HR Global Process Expert (GPE)

Reporting to: HR Global Process Lead (GPL), Global Business Services (GBS)

Position Summary

The Global Process Expert is a senior process authority within People Business Services. This role leads the design, optimization, and governance of end-to-end PBS processes across regions, ensuring alignment to global standards, regulatory compliance, and business strategy.

Acting as a strategic bridge between HR Centers of Excellence, HR Technology, GBS Operations, and regional stakeholders, the GPE drives process excellence, enabling scalability, automation, and an exceptional employee experience on a global scale.

Key Responsibilities

Process Design & Optimization

• •Own the design, documentation, and continuous improvement of the end-to-end People Business Services process within the GBS/GG model.
• •Develop and maintain global Standard Operating Procedures (SOPs), process maps, and governance frameworks aligned to GCC network standards to ensure consistent, scalable execution.
• •Apply process mining, benchmarking and best practices to identify optimization and automation opportunities.
• •Drive simplification, standardization, and automation initiatives in partnership with HR Technology and Operations teams across GCCs.

Stakeholder Collaboration

• •Partner with HR Centers of Excellence (CoEs), HR Business Partners, GBS operations and senior leadership to translate business requirements into effective, scalable processes.
• •Act as the Subject Matter Expert (SME) influencing and aligning stakeholders at senior levels, including COE Leads, Regional HR Directors and GBS Leadership.
• •Facilitate workshops, knowledge-sharing sessions, and reverse shadowing to capture and embed best practices across the GCCs.

PBS Transformation & Digital roadmap

• •Lead and support HR centralization and scope migration project into GCCs, from current-state assessment through go-live and stabilization.
• •Collaborate with HRIS/IT team to align process designs with system capabilities and digital transformation roadmaps.
• •Support Change Management initiatives to drive adoption of new integrated processes.
• •Champion a continuous improvement culture by fostering digital innovation, data-driven decision-making, and employee experience focus.

Key Deliverables

• •PBS Process Architecture: Standard global process blueprints that define service lines scope, roles, controls, handoffs, and supporting technology.
• •PBS Process Playbooks: Practical operating guides with SOPs, service ownership, governance routines, escalation paths, and performance expectations.
• •PBS Transformation Roadmaps: End-to-end operating model plans covering current-state review, future-state design, transition priorities, and digital implementation requirements.
• •PBS Improvement and Innovation Pipeline: A prioritized list of process improvements, automation, and AI solutions based on service needs and business value.
• •PBS Process Performance Insights: Analysis of performance, and process flow using operational data to identify waste, bottlenecks, risks, and improvement opportunities.

Qualifications & Skills

Education:

Bachelor’s degree in human resources, business administration, engineering, or operations related field; a master’s degree or process improvement certification is preferred.

Experience:

• •5–8 years of experience in HR operations, PBS, GBS, shared services, or global process management.
• •Proven experience designing and standardizing end-to-end HR processes, SOPs, process maps, controls, and governance routines.
• •Experience supporting HR transformation, centralization, scope transitions, or operating model changes from assessment through implementation and stabilization.
• •Experience using operational data to assess process performance, identify risks and bottlenecks, and prioritize improvement opportunities.
• •Experience partnering with HR Centers of Excellence, HR Business Partners, HR Technology, GBS operations, and regional teams in a global environment.
• •Exposure to HR platforms, workflow tools, automation, AI solutions, or process mining tools is preferred.

Core Skills and Capabilities:

• •HR Process Knowledge: Knowledge of end-to-end Hire-to-Retire processes, service delivery, and compliance.
• •Process Improvement: Ability to design, standardize, simplify, and improve processes, operating models, SOPs, controls, and governance using structured problem-solving.
• •Digital, Data, and AI: Ability to use data, performance measures, automation, AI, digital tools, and HR technology to identify improvement opportunities.
• •Transformation and Change: Ability to set priorities, build roadmaps, and manage process implementation, projects, transitions, and organizational change.
• •Collaboration and Communication: Ability to influence stakeholders, lead workshops, communicate clearly, and document processes across functions, regions, and levels.

Behaviors:

• •Uses data and sound judgment to solve problems, manage risks, and find simpler and better ways of working.
• •Takes accountability, follows through on commitments, adapts to change, and delivers agreed outcomes.
• •Builds strong partnerships, communicates clearly, and brings practical ideas that improve the employee and manager experience.

Location(s)

Mexico City - Antara Tower A - 5th Floor - Local Office

Kraft Heinz is an Equal Opportunity Employer – Underrepresented Ethnic Minority Groups/Women/Veterans/Individuals with Disabilities/Sexual Orientation/Gender Identity and other protected classes .