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