Total Rewards Manager

Job Description

Auto req ID: 199956BR

Job Description

Position Description:

The Global Frontline Compensation Manager is responsible for the design, analysis, and measurement of global frontline Sales and Supply Chain compensation programs. This position also has responsibility for the developing, implementing and management of global compensation tools supporting frontline compensation administration and governance. The role largely operates as an internal consultant to Sector/BU/country sales, finance & HR teams.

Accountabilities:

  • Partner with Sector/BU/country sales, finance & HR teams to benchmark, assess and design frontline sales and supply chain incentive/commission programs
    • Conduct extensive data modelling on current and proposed pay programs; develop proposals and recommendations based on findings
    • Guide Sales & Supply Chain compensation design to Sector/BU/country Total Rewards teams
    • Assist in the development of compensation communications, presentations and training materials
    • Guide the interpretation of compensation policies and program guidelines
    • Ensure seamless integration across PepsiCo’s functional COEs and key stakeholders
      (HR, Finance, SupplyChain, Sales, Legal, work councils, etc.)
  • Maintain and develop automated solutions to measure the effectiveness of global frontline sales compensation programs
    • Review findings on the relationship between pay and performance using existing tools with Sector/BU/country leadership to identify design opportunities
    • Identify, align and implement long-term technology solutions to optimize
  • Develop and deliver ongoing training to Total Rewards as well as sales and sales finance team members in the area of frontline compensation design to build global functional capability and ensure compensation program design drives business performance
  • Support frontline compensation benchmarking through development and implementation of PayFactors tool for the frontline population (Market Benchmarking and annual wage review tool) as well as supporting global frontline pay benchmarking by running customs surveys on frontline pay amounts and design
Key Relationships:
  • The Compensation Manager will work closely with (and report to) the. Director, Global Frontline Compensation
  • Work with other Total Reward CoE teams and key stakeholders in HR, sales and sales finance to ensure cohesive program design and integrated solutions
  • Work with local and Sector Compensation teams, HR Business partners and business teams to ensure compensation policy/program design meets the needs of the business
  • High involvement and partnership with Global HR Ops and IT to bring technology solutions to life (project-specific)
  • Maintain relationships with external consultancies and industry groups to stay abreast of leading practices and enabling technologies to support the global frontline compensation programs

Qualifications/Requirements

Skill Requirements:

  • Demonstrated experience in Frontline Sales and/or Supply Chain Compensation
  • Demonstrated strength in data analysis principles, practices and methods
  • Ability to translate business context/needs into Compensation design
  • Ability to develop relationships and collaborate effectively in a global scenario
  • Demonstrate global acumen and ability to work in matrixed environments
  • Strong project management skills
  • Experience in developing and implementing technology compensation solutions will be a plus
Education & Work Requirements:
  • BA Degree or equivalent
  • 3-5 years of relevant work experience, preferably with direct experience in Sales Compensation and Variable Pay Design
  • Fluency in Spanish would be advantageous
  • The incumbent needs to be able to travel up to 25% of time
  • The role is located in Purchase NY; relocation available

Relocation Eligible: Eligible for Standard Relocation
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

Please view our Pay Transparency Statement