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PepsiCo is a global food and beverage leader with net revenues of more than $65 billion and a product portfolio that includes 22 brands that generate more than $1 billion each in annual retail sales. Our main businesses - Quaker, Tropicana, Gatorade, Frito-Lay and Pepsi-Cola - make hundreds of enjoyable foods and beverages that are loved throughout the worl...
Job Description
Manage all aspects of Ethics Point (system used for tracking Speak Ups).
Manage Securimate (system used for Third Party Due Diligence).
Manage the documentation of all C&E activities.
Provide top-notch trend analysis of Speak Ups.
Assist C&E Managers in Speak Up investigations.
Assist in the C&E training agenda (identifying the audience and tracking attendance).
Assist in the design and implementation of awareness programs and communication initiatives to raise employees’ awareness of ethical matters.
Maintain a database to track all Speak up investigations including all related details.
Provide a top-notch trend analysis of internal violations covered in the speak up investigations and use trends to design the required awareness campaigns to address pain areas.
Assist promote, monitor and enforce the Compliance and Ethics program through consistent adherence to
PepsiCo’s Global Escalation Policy, Values and CoC.
Qualifications/Requirements
Bachelor's Degree in any relevant discipline.
Minimum 3 years of experience.
Advanced Excel skills.
Previous Compliance & Investigations experience is preferred.
Fluency in English is a must.
Report writing skills is preferred.
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
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
Job Description
Be a strong business partner to the IT team and build good relationships to enable gathering information for IT monthly forecasting
Prepare monthly journals for Simba and Pioneer (eg MTN, BCX allocation, recoupments and IT accruals) using SAP access. In addition prepare monthly reconciliation for Pioneer Control team of main IT expense lines
Monthly IT actuals for Simba and Pioneer: review actuals versus forecast and analyse and provide explanation for variances. Also actualize forecast in order to submit actuals into IT Hyperion
Monthly IT forecast for Simba and Pioneer (including contract dashboard): prepare the forecast using actuals and having meeting with IT Managers to obtain inputs/updates
Submit monthly IT Hyperion submissions for Simba and Pioneer
Answering and following up on IT reporting queries, including preparing a detailed cause of change explaining the changes from one forecast to the next
Attending regular AMESA IT Team calls
AOP preparation for Simba and Pioneer
Investment Tracking (including actuals from WBS’) for Investment Opex and Cape, including updating forecasts monthly. This includes sharing information monthly to the SSA Capex team on updating capex spend and latest forecasted capex
Monthly review presentations for IT Sector reporting as well as local reporting presentations to SSA IT management
AMESA IT Sector requires follow up on vendor long outstanding payments – collation of monthly report
Other adhoc IT queries/reporting such as assisting IT buyers with correct Cost centre and GL code to use when creating purchase orders
IT Productivity tracking
In addition to above which is very IT focused, assist FP&A HQ Manager with monitoring and reviewing expenses in certain functional areas such as exec and facilities. (other G&A focus)
Assist SSA Cluster Planning Senior Manager with OCF Analysis monthly (review of actuals and follow up with teams for variance explanation)
Qualifications/Requirements
Key Skills/ Experience Required
Finance experience of 3 to 5 years including strong accounting work, including forecasting and budgeting experience
Computer literate in Microsoft Excel, Word and PowerPoint
SAP knowledge
High level of self-motivation, drive and focus
Integrity and high self-image
Good interpersonal skills to deal with a variety of people from different backgrounds
Solid communication skills and ability to interact with senior management
Analytical skills, attention to detail and problem solving
Creating an inclusive culture, building talent as well as motivating and inspiring others
Acting with integrity and inspiring trust
Job Description
Performs compliance and systems audits on all internal systems and processes, and on external parties handling the company's products.
Involved with the implementation of Food Safety program. Handles the quality related aspects of customers/ supplier complaints.
Authorises the use of packaging and processes and packaging artwork for local and export use.
Normally reports to Function Manager. Applied in Sasko Strategic Services, Grains and TCBC.
Quality Management
Develop and implement quality management (QM) plan
Develop and implement improved QM procedures
Documented and managed quality processes
Tested and controlled raw materials, packaging & finished products
Conduct & moderat internal & external QM audits
Trained employees on QM systems, policies & procedures
Resolved customer complaints & product returns
People Growth and Leadership
Approve functional plan
Formalize department structure
Manage performance of own team
Manage talent plan of own team
Achieved functional value
Systems, Procedures and Practices
Implement functional plan and projects
Maintain functional governance, policy, legal & ethics framework
Implemented functional best practices
Utilize SAP functionality
Reported functional information
Utilize functional resources
Manage functional projects
Relationship Results
Maintain external stakeholder relations
Established functional network
Satisfy customers
Utilize service provider network
Maintain interdepartmental relations
Innovation and Improvement
Manage change processes
Initiate continuous improvement
Qualifications/Requirements
Qualifications:
Degree or National Diploma
Experience:
6 years relevant experience
Job Description
Qualifications/Requirements
Job Description
Qualifications/Requirements
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