HR Manager at PepsiCo

Job Description

• Executional Excellence in Core HR Processes & Continuous Improvement

• Contribute to establishment of HR strategic initiatives

• Manage (establish, implement, maintain) core HR processes, plan and design annual HR agenda within areas of responsibility to support the Company’s strategic objectives and to ensure consistency, standardization, and compliance in the PepsiCo core HR processes

• Execute systems, standards and coaching skills that link business strategy to team and individual performance objectives thereby driving a performance culture and maximizing employee potential

• Lead the performance management culture by ensuring adherence to all core people and C&B processes such as PDR and PPP

• Provide effective coaching, insights, and feedback to customer groups to influence appropriate & expected outcomes of key people processes, like PPP, TAP, 360, MQPI, etc.

• Quality execution of performance management processes, tools, and standards to ensure individual objectives are linked to the business goals, and employees get balanced & timely feedback they need to be successful and lead review process to ensure internal equity

• Evaluate and calibrate performance outcomes across individuals, teams, functions, and organizational boundaries against specific KPIs and to ensure internal equity

• Enable development of HC planning, staffing, assessment, and selection tools and processes to ensure match the right people to the right jobs while meeting the business goals with diverse talent (e.g., assessment centers, employment testing, interviewing, internal job posting, etc.) align with TA

• Ensure effective operating model and controls are in place; Own CoC and Speak-Up processes; partner w/internal audit & functions where necessary; drive CE standards; implementation and maintenance of audit requirements within areas of responsibility, align with Employee Relations.

Organizational Design & Capability Development

• Partnering with business leaders, continuously assess current organizational structures & needs and identify required changes and new architectures to drive improved business performance (e.g., spans of control, reporting relationships, roles, business process, reorganization, etc.) including contractor management.

• Support functional leaders to design effective organizational structures, roles, and accountabilities that effectively support the current and future needs of the business

• Identify talent, create & manage inclusive & diverse PO1 talent pool and focus on future potential & bench strength for business growth and sustainability

• Provide direction and guidance to customer groups on all developmental HR initiatives including organizational design, resource planning, people development, employee relations concerns, manager quality, reward & recognition, etc.

• Support leaders in designing development and succession plans, and coach managers to ensure that talent is maximized, and ready to meet the current and future leadership needs of the business

• Analyze & define skill gaps & ensure delivery of various trainings/ developmental programs / tools to improve managerial & functional capabilities

• Anticipate trends & needs and deliver integrated & proactive tools and tactics to ensure HR strategic agenda execution

• Share & cascade best practices within channels

• Build functional HR capability through coaching, support, performance management and other development activities.

Effective, Active & Impressive Communication

• Develop communication channels and messages and secure line management ownership of these to ensure a two-way understanding of employee and business issues

• Provide a full service & high visibility to employees and coach managers on interpersonal, communication and management skills to improve manager quality & working conditions

• Actively communicate with staff to understand their needs, concerns and provide HR consultation to build harmonious employee relations within the organization.

• Serve as an employee advocate to foster a culture of openness, trust and inclusion (e.g., active listening tools, roundtables, employee meetings, open door policy, etc).

• Leverage awareness of people agenda across customer groups and improve understanding of the business strategy/initiatives and its potential impact on employees

• Identify, evaluate, and resolve human relations, employee morale, work performance, and organizational productivity concerns

• Ensure clear communication of the cultural, technical, and legal aspects of HR processes and tools for employees

• Develop manpower planning, staffing and training & development plans (AOP).

• Facilitate OHS administration and action planning

• Project involvement of business key initiatives and other exercises occurring on an ad-hoc basis.

• Build functional HR capability through coaching, support, performance management and other development activities.

Qualifications/Requirements

• In-depth knowledge in the generalist space of HR, Labour Laws, change management methodologies, and compensation and benefits

• Ability to write and review policies

• Report writing skills

• Attention to detail

• Data collection and interpretation

• Computer skills

• Communication skills

• Negotiations

• Persuasion skills

• Conflict resolution skills

• Able to travel at short notice

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• Being able to lead multi-functional teams in a complex business environment

• Strong planning, organizing and follow skills together with drive for results

• Strong collaboration, communication, influence and impact skills

• Proactive working style and initiative taking

• Can do attitude and willingness to take on challenges

• People development skills

• Breakthrough thinking skills

• Advance negotiation skills

• Presentation skills

• Leadership skills

• Analytical skills

• Comprehensive problem solving skills

• Deadline consciousness