Job Description Job Profile: HR Global Process Expert (GPE) Reporting to: HR Global Process Lead (GPL), Global Business Services (GBS) Position Summary The Global Process Expert is a senior process authority within People Business Services. This role leads the design, optimization, and governance of end-to-end PBS processes across regions, ensuring alignment to global standards, regulatory compliance, and business strategy. Acting as a strategic bridge between HR Centers of Excellence, HR Technology, GBS Operations, and regional stakeholders, the GPE drives process excellence, enabling scalability, automation, and an exceptional employee experience on a global scale. Key Responsibilities Process Design & Optimization Own the design, documentation, and continuous improvement of the end-to-end People Business Services process within the GBS/GG model. Develop and maintain global Standard Operating Procedures (SOPs), process maps, and governance frameworks aligned to GCC network standards to ensure consistent, scalable execution. Apply process mining, benchmarking and best practices to identify optimization and automation opportunities. Drive simplification, standardization, and automation initiatives in partnership with HR Technology and Operations teams across GCCs. Stakeholder Collaboration Partner with HR Centers of Excellence (CoEs), HR Business Partners, GBS operations and senior leadership to translate business requirements into effective, scalable processes. Act as the Subject Matter Expert (SME) influencing and aligning stakeholders at senior levels, including COE Leads, Regional HR Directors and GBS Leadership. Facilitate workshops, knowledge-sharing sessions, and reverse shadowing to capture and embed best practices across the GCCs. PBS Transformation & Digital roadmap Lead and support HR centralization and scope migration project into GCCs, from current-state assessment through go-live and stabilization. Collaborate with HRIS/IT team to align process designs with system capabilities and digital transformation roadmaps. Support Change Management initiatives to drive adoption of new integrated processes. Champion a continuous improvement culture by fostering digital innovation, data-driven decision-making, and employee experience focus. Key Deliverables PBS Process Architecture: Standard global process blueprints that define service lines scope, roles, controls, handoffs, and supporting technology. PBS Process Playbooks: Practical operating guides with SOPs, service ownership, governance routines, escalation paths, and performance expectations. PBS Transformation Roadmaps: End-to-end operating model plans covering current-state review, future-state design, transition priorities, and digital implementation requirements. PBS Improvement and Innovation Pipeline: A prioritized list of process improvements, automation, and AI solutions based on service needs and business value. PBS Process Performance Insights: Analysis of performance, and process flow using operational data to identify waste, bottlenecks, risks, and improvement opportunities. Qualifications & Skills Education: Bachelor’s degree in human resources, business administration, engineering, or operations related field; a master’s degree or process improvement certification is preferred. Experience: 5–8 years of experience in HR operations, PBS, GBS, shared services, or global process management. Proven experience designing and standardizing end-to-end HR processes, SOPs, process maps, controls, and governance routines. Experience supporting HR transformation, centralization, scope transitions, or operating model changes from assessment through implementation and stabilization. Experience using operational data to assess process performance, identify risks and bottlenecks, and prioritize improvement opportunities. Experience partnering with HR Centers of Excellence, HR Business Partners, HR Technology, GBS operations, and regional teams in a global environment. Exposure to HR platforms, workflow tools, automation, AI solutions, or process mining tools is preferred. Core Skills and Capabilities: HR Process Knowledge: Knowledge of end-to-end Hire-to-Retire processes, service delivery, and compliance. Process Improvement: Ability to design, standardize, simplify, and improve processes, operating models, SOPs, controls, and governance using structured problem-solving. Digital, Data, and AI: Ability to use data, performance measures, automation, AI, digital tools, and HR technology to identify improvement opportunities. Transformation and Change: Ability to set priorities, build roadmaps, and manage process implementation, projects, transitions, and organizational change. Collaboration and Communication: Ability to influence stakeholders, lead workshops, communicate clearly, and document processes across functions, regions, and levels. Behaviors: Uses data and sound judgment to solve problems, manage risks, and find simpler and better ways of working. Takes accountability, follows through on commitments, adapts to change, and delivers agreed outcomes. Builds strong partnerships, communicates clearly, and brings practical ideas that improve the employee and manager experience. Location(s) Mexico City - Antara Tower A - 5th Floor - Local Office Kraft Heinz is an Equal Opportunity Employer – Underrepresented Ethnic Minority Groups/Women/Veterans/Individuals with Disabilities/Sexual Orientation/Gender Identity and other protected classes. ABOUT US Kraft Heinz is a global food company with a delicious heritage. With iconic and emerging food and beverage brands around the world, we deliver the best taste, fun and quality to every meal table we touch. We’re on a mission to disrupt not only our own business, but the global food industry. A consumer obsession and unexpected partnerships fuel our progress as we drive innovation across every part of our company. Around the world, our people are connected by a culture of ownership, agility and endless curiosity. We also believe in being good humans, who are working to improve our company, communities, and planet. We’re proud of where we’ve been – and even more thrilled about where we’re headed – as we nourish the world and lead the future of food. WHY US We grow our people to grow our business. We champion great people who bring ambition, curiosity, and high performance to the table as the guardians of our beloved and nostalgic brands. Good isn't good enough. We choose greatness every day by challenging the ordinary and making bold decisions. All while celebrating our wins - and our failures – as we work together to lead the future of food. Challenging the status quo takes talent. We invest in your purpose and potential by developing skills and nurturing strengths that leave a legacy on our business and a lasting impact on your career. Because great people make great companies, and we’re growing something great here at Kraft Heinz. INCLUSION MATTERS TO US Everyone is welcome at our table. In fact, we thrive on learning and growing from our diverse backgrounds and perspectives. Doesn’t matter who you are, where you’re from, or who makes your heart sing. We want you to show up as your authentic self, excited to work with amazing colleagues to solve complex challenges and innovate in an ever-changing industry. We’re committed to: Hiring and growing talent from diverse backgrounds and perspectives. Growing our Business Resource Groups — vibrant, celebrated communities that enhance our business through thought leadership employee engagement and professional development opportunities. Providing our managers and leaders high quality learning experiences to explore how to foster inclusion and belonging.

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