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The Global Senior Director, HR serves as the strategic HR Business Partner for the Global Supply Chain organization, providing enterprise-wide people leadership and organizational effectiveness support across the end-to-end Supply Chain function in the Coffee Operating Unit. 

Reporting to the SVP, HR Global Functions, with a dotted-line reporting relationship to the Chief Supply Chain Officer (CSCO), this role is a trusted strategic partner to the global Supply Chain leadership team. Working closely with the CSCO and senior leaders, the HR leader will shape and execute a forward-looking people strategy that aligns with business priorities, enhances organizational effectiveness, develops world-class leadership and talent, and builds the capabilities needed to deliver sustainable growth and operational excellence. 

In addition to global functional leadership responsibilities, this position serves as the People Business Partner for the Growth & Emerging Markets (GEM) Supply Chain organization, partnering with regional leadership to align people priorities, organizational effectiveness, and workforce strategies with business objectives while ensuring consistency with global standards and governance. 

The Global Senior Director, HR provides leadership and direction across organizational design, talent management, succession planning, capability development, change management, and workforce planning to ensure the organization has the talent, structure, and culture needed to achieve business goals. 

What you will do: 

Strategic Business Partnership 

• Serve as the primary HR Business Partner to the Chief Supply Chain Officer and global Supply Chain leadership team. 

• Partner with executive leaders to develop and execute an integrated people strategy aligned with business objectives and long-term organizational priorities.  

• Provide strategic coaching and counsel on leadership effectiveness, team performance, organizational health, and change leadership. 

• Influence business decisions through data-driven people insights and workforce analytics. 

Organization Design & Workforce Planning 

• Lead global organization design initiatives across the Supply Chain function, ensuring structures, operating models, spans and layers, and decision rights support strategic objectives. 

• Partner with business leaders to evaluate and optimize organizational effectiveness, workforce planning, and resource allocation. 

• Define and evolve Supply Chain capability frameworks, including critical skills, competencies, and future workforce requirements. 

Talent Management & Leadership Development 

• Own and lead the annual talent management cycle, including performance management, succession planning, talent reviews, and employee engagement processes. 

• Drive senior talent placement and succession planning for key leadership roles across the Supply Chain organization. 

• Ensure robust assessment processes, diverse candidate slates, and successful onboarding for senior leadership appointments. 

• Build strong leadership pipelines and development strategies to support current and future business needs. 

Global Governance & Regional Alignment 

• Establish and maintain consistent people governance, policies, and leadership standards across regions. 

• Provide dotted-line leadership and strategic direction to Regional Supply Chain People Directors to ensure alignment between global priorities and regional execution.  

• Partner with regional HR teams to ensure compliance with local regulations while maintaining consistency in people practices globally. 

Growth & Emerging Markets (GEM) Partnership 

• Serve as the dedicated People Business Partner for the GEM Supply Chain organization. 

• Align regional workforce strategies, operating models, and organizational priorities with broader Supply Chain objectives. 

• Support leadership effectiveness, employee engagement, and culture initiatives across the region. 

• Guide talent, succession, and capability-building efforts for critical Supply Chain roles within GEM. 

• Translate global programs and initiatives into impactful regional implementation plans and measurable outcomes. 

Change Leadership & Capability Building 

• Sponsor and lead key global people initiatives, including leadership development, workforce planning, capability building, and employee engagement programs. 

• Drive organizational change initiatives and support leaders through business transformation efforts. 

• Measure program effectiveness through defined metrics and continuous improvement practices. 

It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability. 

• Salary Range: $183,500 -  $ 270,000
• Actual placement within the compensation range may vary depending on experience, skills, and other factors
• Benefits, subject to election and eligibility: Medical, Dental, Vision, Disability, Paid Time Off (including paid parental leave, vacation, and sick time), 401k with company match, Tuition Reimbursement, and Mileage Reimbursement
• Annual bonus based on performance and eligibility

• Bachelor’s degree in human resources, Business Administration, Psychology, Organizational Development, Industrial Relations, or a related field
• MBA or Master's degree in human resources, Business Administration, Organizational Psychology, or related field(preferred)
• 12+ years of progressive HR/People leadership experience supporting global and/or regional organizations.
• Experience partnering with senior executives and functional leaders within complex, matrixed organizations.
• Strong background in manufacturing, supply chain, consumer packaged goods (CPG), or similar operational environments preferred.
• Demonstrated success in leading organization design, operating model transformation, and workforce planning initiatives.
• Proven experience in executive coaching, talent management, succession planning, and leadership development.
• Experience defining capability frameworks and workforce development strategies for large, multi-disciplinary organizations.
• Strong track record of successfully leading change and influencing stakeholders across multiple geographies and cultures.

Work Environment

• Based in Burlington, MA
• Upto 50% travel required to support business leaders, talent processes, and Supply Chain locations globally.
• Flexibility to work across multiple time zones

Keurig Dr Pepper (Nasdaq: KDP) is a leading beverage company with more than 150 owned, licensed and partner brands that meet a wide range of needs and occasions. Our North American refreshment beverage business holds leadership positions across carbonated soft drinks, water, juice and mixers with a portfolio of iconic brands such as Dr Pepper®, Canada Dry®, Mott’s®, A&W®, Peñafiel®, GHOST®, 7UP®, Snapple®, Clamato® and Core Hydration®. Our global coffee business spans more than 100 markets and includes the leading Keurig® single-serve brewing system in the U.S. and Canada, along with powerhouse brands such as Peet’s, L’OR and Jacobs, and other regional coffee leaders. Our more than 50,000 employees aim to enhance the experience of every beverage and coffee occasion while making a positive impact for people, communities, and the planet.

We strive to be an employer of choice, providing culture and opportunities that empower our team to grow and develop. We offer robust benefits to support your health and wellness as well as your personal and financial well-being. We also provide employee programs designed to enhance your professional growth and development, while ensuring you feel valued, inspired and appreciated at work.

Whatever your area of expertise, at KDP you can be a part of a team that’s proud of its brands, partnerships, innovation and growth. Will you join us?

Keurig Dr Pepper is an equal opportunity employer and recruits qualified applicants and advances in employment its employees without regard to race, color, religion, gender, sexual orientation, gender identity, gender expression, age, disability or association with a person with a disability, medical condition, genetic information, ethnic or national origin, marital status, veteran status, or any other status protected by law.

A.I. Disclosure: 
KDP uses artificial intelligence to assist with initial resume screening and candidate matching. This technology helps us efficiently identify candidates whose qualifications align with our open roles.  AI does not make hiring decisions; all decisions throughout the hiring process are made by talent acquisition team members.  If you prefer not to have your application processed using artificial intelligence, you may opt out by emailing your resume and qualifications directly to kdpjobs@kdrp.com in lieu of clicking Apply. In order for your application to be considered and opted out of AI, you must include the words "AI Opt-Out" and either job title and location or Job ID # in the email subject line in your email application.