Organizational Effectiveness Associate Manager - PepsiCo Park CDC Snacks at PepsiCo

Responsibilities

What we're looking for:

We're looking for an Organizational Effectiveness Associate Manager to join our team. 

The OE Specialist / Practitioner will focus on improving the efficiency and effectiveness of the AMESA Organization today and in the future by supporting the set up and executing the organizational design (60%) and strategic workforce planning (20%) and workforce analytics (20%) for AMESA BUs.

The role will contribute towards the design of and leverage the AMESA Organization Design and Strategic Workforce Planning strategies, approach and tools to support the execution of data-driven end-to-end restructuring and workforce transitions across various BUs.

Currently, the focus will be assisting the organization redesign of various AMESA BUs, with a particular focus on South Africa spanning across four (4) major transformation projects i.e. PGT implementation, GBS transition, Portfolio disposals, and Network Optimization. The role will be responsible for building workforce models to inform the optimal shape of the organization.

Accountabilities: 

Organizational Design (60%).

We are building an organization that’s designed with simplicity, consistency and effectiveness in mind. We’ll transform from managing org design in silos to taking an organizational-wide and systemic approach.

• Contribute towards the design of the OD playbook for AMESA incl. design principles, organizational archetypes, workforce models for various business untis, small markets and sector functions, and leverage CoE guidance to advise business in terms of span of control, organizational layers, employee related cost ratio, manager-to-employee ratio etc.
• Coach leaders and HRBPs to build basic org design capabilities in order to make the right decisions.
• Continuously maintain relevant internal and external bechmarks (eg. key competitors) for organizational sizing and structure.
• Build a deep and broad understanding of the various operating models (eg. franchise, company-owned operations, JVs and different GTM models), organizational design, ways of working and decision making.
• Identify opportunities for simplification, efficiency and effectiveness driven by solid insights, logic and analysis within specific allocated BU.
• Support key organizational design projects as well as partner with external consultants reg. org design projects.
• Support key transformational projects such as GBS, PGT, M&A with org design support.
• Monitor progress and impact with key metrics and strong project management.

Strategic Workforce Planning (25%)

• Identify critical capabilities (e.g. NRM, DX, HCM etc.) for AMESA and help drive focused investments. Influence and facilitate key trade-offs and drive buy-in from the BUs and functional leads.
• Together with Sr Director OE, co-lead the design of the SWP playbook for AMESA incl. setting up the tools, process, strategic framework, governance and how it connects to the core HR processes and the AMESA strategy. Leverage internal and external best practices
• Establish a detailed understanding of our current workforce e.g. demographics, skills, aspirations and engagement. Predict opportunities and challenges and recommend actions accordingly.
• Together with the Sr Director OE, identify and anticipate workforce needs for the future (skills, size, geography) and required workforce shifts, up/re-skilling, scaling up/down, barriers in attracting/retaining the right talent etc. Propose the most effective workforce models e.g. permanent/temporary employed, contingent workforce, outsource etc.
• Develop approach to coach and guide the HRBPs and business leaders on the build/buy/borrow strategies for each critical capability and support on execution to ensure impact.
• Feed the people strategy with key priorities as well as provide the operational brief for talent acquisition (buy) and talent management (build) in terms of the support required.
• Monitor progress and impact with key metrics and strong project management.

Workforce Analytics (20%)

• Facilitate the ongoing development of the AMESA Workforce Analytics capability driven through a close link to the AMESA strategy, finance and BU functional leaders to clearly articulate the case for change and identify opportunities for improved efficency.
• Build a Workforce Analytics model using relevant tool/s that is intuitive and user-friendly for relevant business leaders to use effectively. Ensure effective plug-in into various strategic projects and initiatives for ongoing data updates.
• Feed workforce analytics and data into the design and implementation of the people strategy across BU HR teams, HR centers of expertise and other relevant stakeholders. Set up monitoring and tracking mechanisms to report on agreed actions and metrics.
• Share regular strategic progress updates to drive awareness, attention and credibility in our ability to deliver the strategy.

General

• Partner closely with HRBPs, AMESA COEs and global COEs.
• Work closely with the BU CEO, CHRO and CFO, transformation teams, functional leaders, BU GMs, functional capability leaders, and external consultants.
• Be a key advisor to the BU Leadership Team on strategic organizational topics – with specific focus on operating model, future workforce needs, critical capabilities and the strategic opportunities and challenges for the future.

Qualifications

• 7 - 10 years of consulting experience within Human Capital/Finance. Having lead multiple engagements in relevant disciplines within Org Design, SWP and people strategy. Ideally experience across industries incl. solid FMCG exposure.
• Solid experience in driving logical and structured problem-solving techniques, articulating assessments and recommendations clearly. Ability to communicate complex matters with simplicity in writing and verbally.
• Master’s degree in relevant field
• Relationship: Effective in engaging stakeholders, influencing, managing conflict, and build buy-in to new concepts that haven’t yet been proven.
• Solid analytical skills and extensive experience with data analysis.
• Understanding of the operation of HR, the various disciples and how they all connect.
• Ideally, the candidate is from the AMESA region and comes with experience from several geographics.
• Ability to juggle many deliverables, manage short deadlines while delivering long-term impact and support a wide range of priorities.