Senior Director Talent Development Learning PepsiCo Purchase

Job Description: • 2-minute read •
This global position is responsible for identifying, designing and managing targeted talent development strategies, tools and processes that enhance the capability of key leaders for the enterprise (e.g., Corporate Assets, High-Potentials, and select others) to meet the current and future business needs of PepsiCo. This includes serving as PepsiCo's Global Coaching Practice Leader, as well as direct accountability for working collaboratively with internal participants from multiple assessment and development related programs. This person will be responsible to ensure the highest quality plans are developed and implemented that are (a) aligned with the talent needs of the business, (b) linked to the language and key competencies and capabilities identified in our leadership frameworks and models, and (c) embraced by the individual as integral to meeting their career goals.
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Part of this role also involves the evaluation of progress, tracking and reporting of progress / completion against development plans for all Corporate Assets as well ensuring seamless integration of the development goals of these individuals with other members of the team (e.g., those leading People Planning and Game Planning, SLDC, LeAD 0-2). Also as part of this global development and learning remit, the role owns the selection, vetting, tracking and managing (where appropriate) of external coaches, external University and professional programs, and similar interventions that support and enhance our current internal offers provided by PepsiCo University. Finally, the role will develop a new targeted capability learning agenda for the field to enable skill building for Relationship Managers, HRBPs and (potentially over time) line leaders in the area of development planning. In total, the role represents a focused thought leader and designer that fully integrates our development agenda across the model of development and learning. This role reports to the Senior VP of Global Talent Assessment & Development (GTAD) and partners with the CHROs, CoEs and Sector Relationship Managers, and leads a team of 2 professionals (L10 and Intern).

Key Accountabilities:

Development and Learning Strategies:

Identifies, designs and manages targeted talent development strategies, tools and processes using the full 70-20-10 model that enhance the capability of key leaders for the entire enterprise (e.g., Corporate Assets, High-Potentials, and select others).
Develops scorecards to track and report progress / completion and insights against development plans for all Corporate Assets (B1+) specifically, as well ensuring seamless integration of the development goals of these individuals with other members of the GTAD team (e.g., those leading People Planning and Game Planning, SLDC, LeAD 0-2).
Identifies a custom PepsiCo specific portfolio of development experiences and tools for B1-B2 that complement Pep U and OD CoE offerings (e.g., reflection toolkits, short term assignments, action learning with nonprofits) and tracks participation and impact of those for accelerating development.
External Partnerships:

Determines the leadership development landscape through benchmarking, networking, and industry knowledge via key partnerships with external organizations (e.g., business schools, CCL), to offer and enable learning opportunities for key PepsiCo talent that cost effectively focus employee development toward achievement of development goals. Measures the quality and impact of these programs.
Global Coaching and Mentoring Practice Leader:

Leads the global PepsiCo Coaching practice including strategy development and internal gatekeeper role for external coaches used throughout the system for VP level employees and above
Develops the coaching practice, tools, policies and manages the sourcing, selection and onboarding of external coaches.

Qualifications:

Advanced degree in Learning & Development, Industrial-Organizational Psychology, Organization Development, Organization Behavior, HR, or related required. Ph.D. a plus
12+ yrs of development, coaching, HR/OD, talent management or related experience
Deep knowledge of talent management, development practices, processes and programs
Excellent verbal/written communications skills
Strong consultative and diagnostic skills
Ability to manage effectively with global organizational complexity
Solid data and talent analytic skills/mindset
Strong OD/groups facilitations skills
Proven project management skills with ability to lead multiple complex projects at once
Experience, presence and flexibility to work effectively and influence people at all levels from associates to Sr Executives

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