Duties: Provide leadership and functional HR generalist support to 10 manufacturing and distribution facilities with approximately 1090 union and non-union employees located in the Kansas and Missouri (e.g., The Great Plains Market) for PepsiCo Beverages North America (PBNA). Lead and fully execute the Compensation function for the PBNA Central Division, which includes over 15,000 front-line and professional employees. Lead and fully execute key initiatives that support PBNA talent strategy as it relates to the Great Plains (Kansas & Missouri) market of North America (PBNA). Guide leaders and employees regarding company policies, values, HR programs (including benefits, pay and salary), administration to ensure policies and procedures are handled consistently and in a timely manner across the central division and execution in the Great Plains Markets.
Diagnose organizational issues, develop solutions and implement action plans in relation to compensation (i.e., wage and benefits) for the entire division, in addition to employee relations for the Great Plains. Ensure such HR activities are in compliance with all state and federal employment laws and regulations (e.g., FMLA, ADA, EEO and FLSA). Coordinate the leadership in performance management and developing effective pipeline and succession plans. Design and execute staffing strategies for exempt/non-exempt hiring needs (including campus recruiting). Partner with local teams to ensure ongoing Outreach. Execute site/region-level strategies to improve Organizational Health and culture. Lead and participate in Market & Region level Diversity & Inclusion initiatives. Manage multiple projects with overlapping tasks and work independently with minimal supervision. Act as a consultant and approver on executive / professional compensation moves within Division.
Lead annual frontline compensation review process for the Division. Diagnose compensation opportunities and execute strategies to address compensation needs within the Division. Coordinate with HQ Total Rewards to lead Sector roll outs to the Division’s HR team, including training and executing process to drive Frontline compensation investments that are in-line with labor budget. Lead and support HR team in the Division with ad hoc compensation requests such as incorrect commission rates, comp analysis, incremental compensation investments, reroutes, and aligning on plans to address with Division leadership and TR team. Partner with Division leadership team for the development and execution of Division specific compensation strategies and designs that influence Sector related programs and decisions.
Bachelor’s Degree (US or foreign equivalent) in Industrial/Labor Relations, Human Resources Management, Psychology, or related field and eight (8) years of experience in job offered or related role. Prior experience must include eight (8) years of experience with core aspects of Human Resource Management including staffing, employee relations, labor relations, performance management, leadership development, training and influencing decision making. Prior experience must include two (2) years of experience with compensation principles and concepts including market pricing and compensation plan/structure design and performing analysis on large amounts of data, drawing conclusion and providing recommendations. Position requires travel up to 20% of the time.
All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, protected veteran status, or disability status. PepsiCo is an equal opportunity employer. Minorities/Females/Disability/Protected Veteran.
Job Type: Regular
All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, protected veteran status, or disability status.
PepsiCo is an Equal Opportunity Employer: Female / Minority / Disability / Protected Veteran / Sexual Orientation / Gender Identity
Our Company will consider for employment qualified applicants with criminal histories in a manner consistent with the requirements of the Fair Credit Reporting Act, and all other applicable laws, including but not limited to, San Francisco Police Code Sections 4901 - 4919, commonly referred to as the San Francisco Fair Chance Ordinance; and Chapter XVII, Article 9 of the Los Angeles Municipal Code, commonly referred to as the Fair Chance Initiative for Hiring Ordinance.
If you'd like more information about your EEO rights as an applicant under the law, please download the available EEO is the Law & EEO is the Law Supplement documents. View PepsiCo EEO Policy
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