People and Culture Business Partner

KFC•Plano, TX

17h•Hybrid

About The Position

We’re seeking a dynamic, strategic, and engaging People & Culture Business Partner (PCBP) to support our Pizza Hut Global Functions Teams. This role reports directly to the Director of Talent and People & Culture - Global Functions and partners closely with senior functional leaders to shape and activate an inclusive, heart-led, high-performing culture across the Dallas Restaurant Support Center (RSC) and global teams. This critical role blends strategic partnership with strong operational execution, serving as a trusted advisor to leaders while delivering a seamless employee experience across talent strategy, engagement, workforce planning, organizational effectiveness, and employee relations. The PCBP translates enterprise people strategies into practical, scalable execution while navigating a global, matrixed environment.

Requirements

7+ years of progressive Human Resources experience, including significant Business Partner experience.
Proven ability to partner with senior leaders and translate people strategy into execution.
Strong HRIS and reporting capability, including workforce analytics and data storytelling.
Demonstrated experience leading workforce planning, talent management, and organizational change.
First-line employee relations experience with sound judgment in complex situations.
Excellent coaching, consulting, and influencing skills.
Strong business acumen and ability to operate in a global, matrixed environment.
Exceptional communication and executive deck-building skills.
Ability to manage multiple priorities with professionalism and a growth mindset.
Ability to work onsite in Plano, TX three days per week (Tuesday–Thursday).

Nice To Haves

Bachelor’s degree in Human Resources or related field.
Experience supporting globally matrixed or technical organizations.
Working knowledge of HR systems, analytics, and AI-enabled productivity tools.
Demonstrated ability to build leadership capability and strengthen talent pipelines.

Responsibilities

Strategic Business Partnership (30%) Serve as a trusted People & Culture advisor to functional leaders, providing coaching and guidance on talent, organizational, and performance decisions aligned to business priorities.
Act as a data-driven storyteller — leveraging enterprise HR systems to extract, analyze, and synthesize workforce data, identify trends and gaps, and translate insights into actionable recommendations in partnership with leadership.
Translate enterprise People & Culture initiatives into practical execution within supported teams.
Build strong cross-functional relationships and collaborate effectively across global stakeholders.
Create clear, compelling executive-ready materials, including decks and written communications, to support leadership discussions and decision-making.
Building Organizational Capability (30%) Lead execution of workforce planning, succession planning, talent movement, and bench planning processes.
Partner with Centers of Excellence (CoEs) to deliver the Building People Capability (BPC) cycle, including goal setting, performance management, development planning, and talent reviews.
Partner with Talent Acquisition to strengthen talent pipelines aligned to business needs.
Manage employee lifecycle events including promotions, transfers, onboarding, and exits.
Serve as the first point of contact for employee relations matters and employee inquiries, providing guidance and escalating as appropriate.
Coach leaders on performance management and employee relations, exercising sound judgment in complex situations.
Partner with Organizational Development and Learning teams to enable development solutions for individuals and teams.
Culture, Engagement & Change Leadership (20%) Activate Pizza Hut’s People Promise and Culture Values to foster an engaging, inclusive, high-performing environment.
Lead engagement survey communications and action planning with leadership using data-informed insights.
Enable recognition and culture initiatives that strengthen belonging, retention, and performance.
Support organizational and leadership transitions to ensure effective change adoption.
People Operations & Reporting (20%) Maintain accurate organizational charts and HR systems (including Oracle) with strong attention to detail.
Deliver ad hoc and recurring people reporting to support business decisions.
Identify process gaps and partner across P&C to improve tools, systems, and effectiveness.
Execute enterprise People & Culture programs locally, adapting to business context.
Stay current on HR trends and bring outside-in thinking to enhance the employee experience.