Lead, Functional Capabilities & Learning (Operations, Procurement and GBS)

Lead the Global strategy, design, and execution of functional capability-building and learning programs for Operations, Procurement and GBS. Translate business priorities into scalable capability solutions that drive performance, enable behavior change, and strengthen organizational effectiveness globally. Key Responsibilities Capability Strategy & Governance Co‑own and evolve the global capability roadmap aligned to business strategy for Operations, Procurement and GBS. Define functional capability frameworks, including skills/competency models, proficiency levels, and role‑based learning paths. Co‑facilitate Capabilities Council, supporting the Head of Global Capabilities and Learning. Partner with functional leadership to identify current and future skill needs aligned to strategy, innovation roadmap, and operating model changes. Establish governance for learning prioritization, intake, and portfolio management. Build an integrated ecosystem across people, process, data and technology. Identify synergies, standardization, and continuous improvement opportunities. Learning Needs Analysis & Program Design Conduct needs assessments using data such as performance gaps, capability diagnostics, stakeholder input, and business KPIs. Design blended learning solutions (digital, virtual, in‑person, on‑the‑job) tailored to functional audiences. Create structured curricula for key populations (e.g., brand/portfolio teams, insights, digital marketing, product development, regulatory/quality interfaces). Program Delivery & Enablement Manage end‑to‑end delivery of learning programs, including scheduling, communications, facilitation plans, and learner support. Build communities of practice and enable knowledge sharing with playbooks, toolkits, and best‑practice repositories. Coordinate with internal SMEs and external vendors to ensure content quality and functional relevance. Stakeholder Management Serve as the learning partner for Operations, Procurement and GBS leaders, HR/People teams, and Global/L&D COEs. Align with adjacent functions (Commercial Excellence, R&D, Marketing, Legal, Finance, Medical/Regulatory, Quality, Supply) where cross‑functional capability building is needed. Drive adoption through change management and leader engagement. Measurement & Continuous Improvement Define success metrics such as participation, completion, proficiency uplift, on‑the‑job application, and business impact. Monitor program effectiveness and continuously improve content and delivery using learner feedback and performance data. Manage learning budget and vendor performance against SLAs and outcomes. Identify synergies, standardization and continuous improvement opportunities. Typical Deliverables Functional capability/skills framework and role‑based learning pathways for Operations, Procurement and GBS. Annual capability plan and prioritized learning roadmap. Core curricula (onboarding, role readiness, advanced skill academies). Facilitation guides, toolkits, and SME enablement packs. Learning dashboards and impact reporting. Required Qualifications Bachelor’s degree required (Business, Supply Chain Operations, Procurement, Science/Engineering, HR, Learning/OD, or related); advanced degree a plus. 5–8+ years of experience in learning/capability building, talent development, or functional excellence (preferably supporting Operations, Procurement or GBS – Shared Services Center Model). Demonstrated experience designing and delivering scaled learning programs and managing stakeholders across levels. Familiarity with modern learning methods (blended learning, digital learning platforms, cohort‑based learning, performance support). Skills & Competencies Systems thinking with an enterprise mindset. Strong business acumen and strategic orientation. Influencing without authority in a matrix environment. Executive stakeholder management. Cross‑functional collaboration and integration. Outcome‑driven with focus on measurable impact. Comfortable operating in complexity and ambiguity. Change management and behavior transformation. Data‑driven decision making. Global and cross‑cultural leadership. Program and portfolio management (timelines, risks, dependencies). Continuous improvement orientation and process improvement mindset. Instructional design and adult learning principles. Clear communication and facilitation capability. Key Interfaces Operations Leadership / Manufacturing, Procurement, GBS Teams / People & Performance teams / Digital & IT. HR Business Partners, Global/Regional L&D, Talent Management. External training vendors, universities/partners, platform providers. Success Measures Adoption and completion of priority learning pathways. Documented proficiency uplift for critical skills. Improved time‑to‑productivity for new hires/role transitions. Business impact indicators such as faster launch readiness, improved campaign effectiveness, and improved innovation execution. Kraft Heinz is an Equal Opportunity Employer – Underrepresented Ethnic Minority Groups, Women, Veterans, Individuals with Disabilities, Sexual Orientation, Gender Identity and other protected classes. #J-18808-Ljbffr Kraft Heinz Company