People & Culture Business Partner

Qualifications

• Key Skills & Capabilities:
• Strong business partnering and influencing skills, with the ability to build trust and credibility with senior leaders.
• Ability to translate strategy into practical, executable plans that drive business outcomes.
• Sound judgment and emotional intelligence when navigating ambiguity, complexity, and sensitive situations.
• Experience supporting organizational change and enabling adoption of new ways of working.
• Data-informed approach to talent, engagement, and organizational decisions.
• Adopted of technology, Growth mindset with a commitment to continuous learning and improvement.
• Collaborative mindset with the ability to operate effectively in a global, matrixed environment.

• 7+ years of progressive experience in Human Resources, with significant experience in a Business Partner role; experience supporting technical and globally matrixed organizations is a plus.
• Proven experience partnering with senior leaders, translating people strategies into effective execution, and leading workforce planning initiatives.
• Experience managing employee relations matters with sound judgment, including coaching leaders through performance, conduct, and complex people situations.
• Demonstrated ability to influence outcomes within complex organizations by collaborating across diverse stakeholders; experience operating in a global, matrixed environment is a plus.
• Experience leading or supporting organizational change, workforce transitions, or operating model shifts in dynamic environments.
• Working knowledge of HR systems, analytics, and AI-enabled productivity tools to support workforce and talent decision-making.
• Experience leveraging talent and business data to inform people, workforce, or organizational decisions.

Salary Range: $110,500 - $129,900 + eligible bonus

• Serve as a trusted People & Culture advisor to senior leaders across GETS, Cyber, and Global Restaurant Technology Operations.
• Coach functional leadership teams on people and talent decisions, aligning organizational capabilities with business priorities and proactively identifying and addressing risks and opportunities related to talent, capability, and organizational health.
• Influence outcomes through strong relationships, sound judgment, and effective collaboration across a diverse set of stakeholders.
• Navigate enterprise complexity, ambiguity, and competing priorities with high emotional intelligence, professionalism, and a growth mindset that embraces learning and continuous improvement.
• Partner closely with the People & Culture Director to ensure people and business strategies are executed cohesively across GETS, Cyber, and Global Restaurant Technology Operations, including collaboration with the PCBP supporting the GRTO senior manager team and Service Desk population.

• Translate enterprise and functional people strategies into practical execution aligned to business priorities, goals, and timelines, while adapting global People & Culture programs to local business context, regulatory requirements, and organizational priorities.
• Define and evolve skill and capability roadmaps, lead talent review processes, and partner with leaders to design scalable support models that ensure future-ready talent, equitable development, and strong leadership pipelines aligned to business and global needs.
• Lead execution of workforce planning, talent movement, succession planning, and global resourcing strategies.
• Develop data-informed engagement strategies and enable recognition and culture programs that strengthen belonging, retention, and a purpose-led, high-performance employee experience.
• Support and coach junior People & Culture Business Partners in navigating complex employee relations matters.

• Execute People & Culture Center of Excellence (COE) strategies by leading implementation of enterprise-wide learning, culture, and engagement programs.
• Leverage talent and business data to inform organizational development initiatives and improve ways of working across supported teams.
• Champion change management efforts and enable effective adoption of organizational, workforce, and operating model changes.
• Collaborate with People & Culture COEs and cross-functional stakeholders to inform the development of global P&C initiatives, providing insights and feedback to strengthen effectiveness across a matrixed organization.

• Direct business partner relationship to GETS, Cyber, GRTO Leadership Teams
• No direct reports, indirect partnership with other D&T PCBPs – especially D&T Brand PCBPs and PCDs
• COE leaders supporting Yum! D&T