Head of Global Executive Recruitment

KFC•Plano, TX

4d•$142,500 - $167,600•Hybrid

About The Position

The Head of Global Executive Recruitment is the senior functional leader responsible for building and leading Yum! Brands’ global Executive Search capability. The role combines hands-on executive search expertise with enterprise-level leadership, personally leading the company’s most critical and sensitive executive searches across U.S. and international markets while establishing the strategy, operating model, standards, governance and capabilities needed to deliver high-quality executive talent outcomes at scale. The role serves as a trusted advisor to senior leaders, including the Executive Team, CPOs, Functional Leaders and Regional GMs, and works closely with Talent Management, Succession, Total Rewards, Talent Acquisition and People & Culture. The successful candidate will build and lead a small, high-performing internal Executive Search team, increase internal delivery capacity over time and optimize the use of external search firms. The position requires attendance at the Plano, Texas office three days per week, Tuesday through Thursday. The expected salary range is $142,500–$167,600, plus bonus eligibility; final pay considers location, experience and other job-related factors.

Requirements

10+ years of progressive executive-search or senior Talent Acquisition experience, with significant depth in VP and C-suite searches.
Experience operating effectively at the highest levels of a highly matrixed, global organization.
Demonstrated experience personally leading complex executive searches across multiple functions and geographies.
Significant experience partnering directly with an organization’s most senior executives and influencing executive talent and hiring decisions.
Experience building or materially transforming an internal Executive Search capability.
Experience leading and developing a team of Executive Search professionals.
Expertise in executive sourcing, market mapping, talent intelligence, assessment and candidate engagement.
Strong experience managing Executive Search firms, commercial relationships and supplier strategy.
Strong understanding of executive compensation, mobility and offer dynamics, and ability to partner effectively with Total Rewards on complex executive hiring situations.
Ability to build trusted relationships across Talent Management, Total Rewards, Succession, Talent Acquisition and broader People & Culture.

Nice To Haves

Experience building or materially transforming an internal Executive Search capability within a complex global organization.

Responsibilities

Own and evolve the global Executive Search strategy, operating model and roadmap across U.S. and international markets.
Establish global standards, methodologies, governance and decision rights for executive search, including a consistent approach to intake, market mapping, assessment, candidate management, stakeholder engagement and closing.
Determine and advise when searches should be conducted internally, through external firms or through a hybrid model.
Strengthen executive assessment methodology to support rigorous, consistent and evidence-based evaluation of leadership capability, experience and potential.
Personally lead the highest-priority, most complex and sensitive executive searches across brands, functions and geographies.
Advise hiring executives on critical appointments, translating business strategy into search mandates, leadership profiles and market strategies; provide market intelligence and evidence-based perspectives.
Ensure a discreet, differentiated and high-quality candidate and stakeholder experience, maintaining standards for confidentiality, assessment, candidate quality and execution.
Advise senior leaders on role design, leadership requirements, market feasibility, talent availability, succession implications, assessment and search strategy; coach leaders on executive hiring and candidate engagement.
Build trusted relationships with executive leaders and executive assistants, using discretion and sound judgment to coordinate searches.
Partner with Talent Management and Succession to connect external executive talent with enterprise talent strategy, succession planning, leadership pipelines and talent discussions.
Maintain relationships with priority external executives and identify recurring capability gaps and emerging leadership talent relevant to future business needs.
Influence broader Talent Acquisition and Talent teams on executive-search methodology, assessment and high-touch practices that can strengthen other senior hiring populations.
Build, lead and develop a small global Executive Search team; allocate search capacity according to business need, complexity and risk, and establish roles, operating rhythms, quality standards and performance expectations.
Coach and develop executive-search practitioners and build scalable organizational capability and succession depth.
Own external executive-search firm strategy, including preferred suppliers, selection, search allocation, commercial terms, performance management and governance; negotiate and optimize supplier arrangements.
Increase internal search delivery where it improves quality, speed, control and economics, and report on external spend, internalization, avoided fees and return on the search model.
Build global executive talent intelligence covering priority functions, geographies, competitors and leadership capabilities; develop proactive succession maps and talent pipelines.
Translate external market intelligence—including talent availability, competitor moves, emerging leadership profiles, organizational structures and compensation dynamics—into actionable insight for senior leaders and Talent Management and Succession.
Establish Executive Search KPIs and reporting covering quality of hire, executive retention, speed, stakeholder confidence, candidate experience and economic value.
Create governance for search intake, prioritization, assessment, documentation and decision-making; maintain confidentiality, data integrity, compliance and process discipline.
Champion technology, AI, talent intelligence and assessment tools to improve search quality, market insight, productivity and decision-making.
Use data and stakeholder insight to improve search effectiveness, candidate quality and operating efficiency, ensuring practices align with global employment requirements, company policies and governance standards.

Benefits

Medical, dental, vision, legal, and accidental death and dismemberment insurance coverage for employees and eligible family members.
FSA/HSA, depending on the enrolled medical plan.
Short-term disability, long-term disability and life insurance.
401(k) plan.
Four weeks of vacation.
Paid sick leave.
10 paid holidays.
A floating day off.
Two paid volunteer days per calendar year.
Bonus eligibility.