• 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.

Key Responsibilities:

Strategic Business Partnership and Building Organizational Capability (60%)

• 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.

• Lead execution of workforce planning, succession planning, talent movement, and bench planning processes.

• Partner with Centers of Excellence (Co Es) 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.

Required Qualifications:

• 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).

Preferred Qualifications:

• 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.

Salary Range: $99,200 to $105,030 annually + bonus eligibility. This is the expected salary range for this position. Ultimately, in determining pay, we'll consider the successful candidate’s location, experience, and other job-related factors.

Key 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 (Co Es) 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.