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Senior Manager, People & Culture, Ronald McDonald House Global

March 16, 2026

About the position

The Sr. Manager for People and Culture is responsible for executing a people and culture strategy aligned with the Ronald McDonald House’s mission, values, and long-term vision and consistent with McDonald’s values and HR systems. This leader will be responsible for customizing and aligning Ronald McDonald House People and Culture needs within the Corporate HR function of McDonald’s ensuring the charity team is well aligned and effectively executing all required and needed employment policies and practices in ways that are also aligned to the fact that the team is in service of a separate non-profit entity. This role leads culture building and employee engagement for the Ronald McDonald House Global team. This role also supports the execution of HR processes including on-boarding of staff to Ronald McDonald House, training, as well as supporting the team’s execution of all required employment processes related to performance management and talent planning in keeping with McDonald’s systems. This role will liaise on people and culture processes and practices with McDonald’s assigned Human Resource Business Partners (HRBPs).

Responsibilities

Serve as a trusted advisor to the SLT on people and culture-related processes.
Develop and execute a holistic People and Culture Strategy tailored to the RMH’s mission, balancing integration with McDonald’s systems and RMH’s-specific needs.
Champion a purpose-led culture that reflects the charitable organization’s mission and values while aligned to McDonald’s values.
Lead efforts to build Global team employee engagement, inclusion, and a strong sense of belonging.
Foster an environment of trust.
Working with leadership and McDonald’s HRBP, customize the methods for and execution of talent planning/calibration, succession planning, and professional development initiatives aligned with the Charity’s organizational goals and McDonald’s systems.
Serve as a key liaison with McDonald’s hiring teams and RMH hiring managers to recruit, retain and deploy talent for the charitable mission from diverse candidate pools. Track and report on the status of all open positions and searches.
Ensure onboarding, development, and retention approaches that reflect RMH culture, mission and values as integrated with McDonald’s value proposition.
Leverage McDonald’s performance management framework for the Global Charity balancing accountability with developmental feedback.
Execute goal-setting, performance reviews, and continuous feedback mechanisms to support employee growth and organizational outcomes consistent with McDonald’s systems but customized for global Charity.
Under the direction of the Leadership and Compensation Advisory Committee which includes McDonald’s leadership, ensure the compensation and reward strategies of McDonald’s aligns with the global charity’s goals and are equitable, competitive within the nonprofit sector, and aligned with financial constraints.
Partner with the McDonald’s HR function to evaluate, improve and execute shared systems or tools for compensation benchmarking, succession planning and calibration.
Oversee the implementation of employment policies; ensure compliance with those policies and practices.
Serve as RMH’s primary liaison to the McDonald’s HR team, shaping shared solutions and negotiating the nonprofit’s specific needs.
Translate McDonald’s HR systems or processes into nonprofit-appropriate practices where feasible, and advocate for custom solutions where needed.

Requirements

10+ years of progressive HR leadership experience; experience in both nonprofit and corporate settings preferred.
Deep understanding of human resource management with preference for experience with nonprofit organizations
Proven ability to design and implement people strategies from the ground up in growing organization.
Strong strategic thinking, influence, and relationship-building skills across diverse stakeholder groups.
Demonstrated commitment to inclusion initiatives
Experience interfacing with shared services or matrixed HR models.
Strong collaboration with demonstrated skills navigating complex HR dynamics.

Benefits

health and welfare benefits
a 401(k) plan
adoption assistance program
educational assistance program
flexible ways of working
time off policies (including sick leave, parental leave, and vacation/PTO)

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