Manager, Leadership Development

Kraft Heinz • Chicago, IL

2d • Hybrid

About The Position

At Kraft Heinz, leadership is a driver of business success. The Manager, Leadership Development manages the programs, platforms, and operating mechanisms that connect leaders to appropriate development opportunities. The role leads key coaching, assessment, and development platforms; strengthens how the leadership development portfolio is accessed and measured; and serves as the primary connection between Leadership Development and Talent Management. It works across Talent Management, HR Business Partners, regions, vendors, and business leaders to translate talent priorities into coordinated development solutions and identify opportunities to scale, simplify, and improve the enterprise portfolio.

The role manages leadership development portfolio operations, including calendars, intake, nominations, eligibility, communications, access to offerings, and program resources. It oversees coaching and assessment platforms, develops the developmental 360-feedback program, and connects solutions to the People Cycle and development offerings. In partnership with Talent Management, it translates talent review and succession priorities into development requirements and solutions. It also establishes reporting and feedback loops and uses data to inform portfolio decisions and continuous improvement.

The position is based at the Kraft Heinz Aon Center in Chicago, Illinois, with a hybrid arrangement requiring three days per week in the Chicago office.

Requirements

• Experience managing leadership development, talent, learning, coaching, assessment, or related enterprise programs.
• Strong program and portfolio management skills, with the ability to move between strategy, operations, and execution.
• Ability to translate talent and business priorities into clear development solutions, operating plans, and stakeholder actions.
• Experience managing external partners, budgets, and service expectations.
• Comfort using data and feedback to identify patterns, improve experiences, and recommend decisions.
• Strong cross-functional partnership and communication skills in a global, matrixed environment.

Responsibilities

• Manage the enterprise leadership development portfolio calendar, intake, nominations, eligibility, and communications.
• Coordinate access and placement into coaching, assessment, cohort-based, and on-demand development offerings.
• Partner with regions and functions to clarify handoffs, anticipate delivery needs, and improve adoption of enterprise offerings.
• Create reusable launch kits, communications, templates, and program resources for consistent global execution and appropriate local adaptation.
• Partner with the Learning Transformation & Operations team to establish consistent program management standards, templates, and governance across the portfolio.
• Maintain a catalog of leadership development offerings and decision guides for HR Business Partners and Talent teams.
• Identify portfolio gaps, overlaps, demand trends, and opportunities to scale, simplify, or consolidate offerings.
• Lead the operational strategy and ongoing management of traditional and AI coaching partners.
• Define priority use cases for coaching platforms and connect them to the People Cycle and development offerings.
• Design and evolve the developmental 360-feedback program to help leaders gain actionable insights, set development priorities, and connect with relevant resources.
• Establish success measures for coaching and assessment platforms and use participant feedback and utilization data to improve quality, access, and impact.
• Serve as the primary Leadership Development partner to Talent Management, translating talent review and succession priorities into development requirements and solutions.
• Partner on development plans for priority talent, bringing expertise in coaching, assessments, leadership programs, and other development experiences.
• Identify recurring development needs across talent plans and use insights to inform scalable programs, platforms, and portfolio priorities.
• Build reporting on participation, utilization, experience, outcomes, and investment across programs and platforms.
• Translate program, coaching, assessment, and platform data into actionable recommendations for portfolio decisions.
• Establish feedback loops with Talent Management, HR Business Partners, regions, vendors, and participants.
• Monitor whether priority talent populations are accessing the right solutions at the right time.
• Support quarterly portfolio reviews and recommend what to scale, redesign, consolidate, or stop.

Benefits

• Performance-based bonus eligibility.
• Healthcare coverage for employees and eligible dependents.
• Protection and savings plans for employees and eligible dependents.
• Wellbeing events, resources, and learning opportunities.
• Medical and prescription drug coverage.
• Dental insurance.
• Vision insurance.
• Paid time off.
• Company holidays.
• Leave of absence.
• Flexible work arrangements.
• Recognition.
• Training.
• Employee Assistance Program.
• Wellbeing programs.
• Family support programs.
• 401(k).
• Life insurance.
• Accidental death and dismemberment coverage.
• Disability coverage.

What This Job Offers

• Job Type: Full-time
• Career Level: Manager
• Education Level: No Education Listed