Rewiring HR for Impact: Bunge’s Operating Model Transformation - 2026 Next Practices Weekly
Next Practices Weekly recently welcomed Kevin Zhan, HR Strategy and Insights at Bunge, for a timely and insightful conversation on how organizations can reimagine HR operating models to better support business transformation, workforce engagement, and long-term enterprise resilience.
As organizations face accelerating change, increasing complexity, and continued pressure to deliver measurable business outcomes, Bunge’s transformation journey offers a compelling example of how HR can evolve from a traditional support function into a strategic driver of impact. Hosted by i4cp’s Katheryn Brekken, PhD, and Amber Burton, the discussion explored how Bunge redesigned its HR operating model to create greater alignment, consistency, and agility across the organization - while successfully navigating large-scale transformation and M&A integration efforts.
Kevin shared practical, forward-looking insights into how modern HR teams can balance operational excellence with employee experience, leveraging employee feedback, governance, and data-driven decision-making to strengthen both business performance and workforce trust. Attendees gained actionable strategies for building agile HR functions that can scale with evolving enterprise priorities without losing sight of employee connection and engagement.
Key Topics Discussed
Aligning HR Strategy with Business Transformation
Kevin shared how Bunge redesigned its HR operating model to more closely align HR delivery with enterprise priorities. By creating greater clarity, consistency, and scalability across the function, HR became a stronger strategic partner to the business during a period of significant organizational evolution.
Enabling Successful M&A Integration Through HR Leadership
The conversation highlighted the increasingly critical role HR plays in supporting acquisitions and integration efforts. Kevin discussed how thoughtful operating model design, clear communication, and employee-centered processes helped Bunge maintain stability, trust, and alignment during complex transitions.
Embedding Employee Listening into Enterprise Decision-Making
Bunge’s transformation strategy prioritized continuous employee feedback as a core business input - not simply an HR initiative. Kevin explored how workforce listening mechanisms informed decision-making, strengthened engagement, and helped leaders remain closely connected to employee needs throughout the transformation journey.
Driving Engagement During Periods of Change
Rather than treating transformation and engagement as competing priorities, Bunge focused on advancing both simultaneously. The discussion underscored the importance of transparency, communication, and leadership alignment in sustaining workforce trust and connection during times of disruption.
Building a More Agile and Resilient HR Function
Kevin emphasized that modern HR organizations must evolve beyond transactional support to become agile business enablers capable of driving measurable impact. Attendees learned how governance, operating model clarity, and data-informed strategy can help HR teams build resilience and better support future business growth.
For HR leaders focused on future-readiness, organizational agility, and workforce resilience, this session delivered valuable lessons on what it takes to lead transformation effectively in today’s environment. Watch the recording to hear firsthand how Bunge approached HR modernization at scale while sustaining strong employee engagement throughout the process.
Resources Shared
- Designed for Disruption – Download the Executive Brief
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To ensure open discussion, this event was exclusively for HR practitioners. Vendors and consultants were not permitted to attend.
