Sr Manager, Talent Management

The Kraft Heinz Company; Amsterdam; On-site; EUR 90,000 - 140,000; Full time

Job summary

The Kraft Heinz Company is seeking an experienced Talent Manager to strengthen the talent and leadership pipeline across Emerging Markets from its Amsterdam office. You will own regional talent reviews, succession planning, mobility, and development programs while translating global priorities into practical regional action.

You will work with senior stakeholders across multiple markets, ensuring governance, consistency, and robust pipelines to support business continuity and growth.

Qualifications

• Bachelor's degree required.
• Advanced English proficiency.
• Strong experience in talent management, succession, leadership pipeline, and talent review processes.
• Experience operating across multiple markets in a matrix environment.
• Experience working with senior stakeholders and cross-functional partners.
• Strong analytical and reporting capability.
• Strategic thinking with strong business orientation.
• Influence without formal authority.
• Executive communication and narrative-building.

Responsibilities

• Own the regional Talent Review & Succession framework.
• Drives governance, consistency, and evolution of succession and talent review practices across the zone.
• Build and sustain a zone-wide talent marketplace.
• Establishes and maintains visibility of talent, skills, and mobility opportunities across Emerging Markets.
• Drive the 6Bs strategy and talent mobility agenda.
• Uses data and insight to identify pipeline gaps, mobility opportunities, and talent risks.
• Ensure consistent execution of global talent processes across the zone.
• Cascades global talent management processes and standards across countries.
• Support calibration and talent governance across BUs.
• Participates in and supports BU calibrations, helping ensure stronger consistency, fairness, and decision quality in talent discussions.
• Provide strategic reporting and executive insight on talent, succession, and mobility.
• Consolidates talent data, risks, and recommendations into clear materials that support better executive decision-making.
• Translate global frameworks into regional execution.
• Connects global direction with regional implementation, adapting and operationalizing global policies, standards, and practices pragmatically across markets while protecting enterprise guardrails.
• Own and evolve trainee and fast-track programs across the zone.
• Ensures common standards, governance, and strong development experiences for zone-wide early career and acceleration programs

Skills

Advanced English

Talent management

Leadership pipeline

Data analysis

Stakeholder management

Executive communication

Education

Bachelor's degree

Job description

About the Position

We have an excellent opportunity for an experienced Talent Manager to make the difference at Kraft Heinz. The position is based at the company’s office in Amsterdam, The Netherlands. You’ll be working in a high performing team, alongside peers always trying to reach the next level. This role exists to strengthen the talent and leadership pipeline across Emerging Markets by owning and evolving the zone’s talent management, succession, mobility, and pipeline frameworks. The role ensures critical roles across the zone are supported by robust talent visibility, strong succession discipline, and consistent development actions, while translating global talent priorities into practical regional execution that supports business continuity, leadership readiness, and long-term growth.

Key Responsibilities

• Own the regional Talent Review & Succession framework
• Drives the governance, consistency, and evolution of succession and talent review practices across the zone, ensuring robust pipelines and visibility for critical roles.
• Build and sustain a zone-wide talent marketplace
• Establishes and maintains visibility of talent, skills, and mobility opportunities across Emerging Markets to support business continuity and future leadership needs.
• Drive the 6Bs strategy and talent mobility agenda
• Uses data and insight to identify pipeline gaps, mobility opportunities, and talent risks, enabling stronger internal movement and growth of key talent.
• Ensure consistent execution of global talent processes across the zone
• Cascades global talent management processes and standards across countries, balancing consistency with practical regional application.
• Support calibration and talent governance across BUs
• Participates in and supports BU calibrations, helping ensure stronger consistency, fairness, and decision quality in talent discussions.
• Provide strategic reporting and executive insight on talent, succession, and mobility
• Consolidates talent data, risks, and recommendations into clear materials that support better executive decision-making.
• Translate global frameworks into regional execution
• Connects global direction with regional implementation, adapting and operationalizing global policies, standards, and practices pragmatically across markets while protecting enterprise guardrails.
• Own and evolve trainee and fast-track programs across the zone
• Ensures common standards, governance, and strong development experiences for zone-wide early career and acceleration programs

Key Relationships

Internal:

• Associate Director of Talent Management Emerging Markets
• Talent Leads HRBPs
• Rewards Partners
• Learning & Development / Capability team
• Business leaders across Emerging Markets
• Regional and global talent stakeholders

External:

• External partners supporting talent assessment, pipeline mapping, or early career programs

Candidate Profile

• Bachelor’s degree required
• Advanced English
• Strong experience in talent management, succession, leadership pipeline, and talent review processes
• Experience operating across multiple markets in a matrix environment
• Experience working with senior stakeholders and cross-functional partners
• Strong analytical and reporting capability
• Strategic thinking with strong business orientation
• Strong governance and prioritization mindset
• Ability to translate global frameworks into practical regional solutions
• Influence without formal authority
• Strong judgment in talent discussions
• Ability to connect data, risk, and action
• Executive communication and narrative-building