Senior Director, Global Learning, Leadership Development

Overview

The Senior Director, Global Leadership Development is a key leadership role within Pepsi Co’s Global Learning C Development Center of Excellence. This role is responsible for evolving, activating and measuring the global leadership development strategy, driving innovation, relevancy, and impact in learning experiences for all leaders, and ensuring alignment with Pepsi Co’s business and talent priorities. The role will lead a team of learning professionals and collaborate across the broader Talent Management COE, People function, People Operations, regional teams and with key stakeholders + sponsors, internally and externally, to deliver a best‑in‑class, scalable and adaptive approach to leadership development across Pepsi Co globally.

This leader will be instrumental in orchestrating a culture of continuous learning, aligning external trends and future‑focused needs, and integrating learning into the flow of work. The individual in this role will be a true learning thought leader with deep functional knowledge in Learning and leadership development as well as experience in complex, global organizations. The role plays a critical part in evolving Pepsi Co’s approach to learning, and will enable transformation in this space through unifying our efforts, amplifying our impact, evolving and modernizing our operating principles and inspiring others to reimagine how learning comes to life for our associates every day.

As the Senior Director, Leadership Development, you will have the following key accountabilities:

• Leadership Development Strategy:
  Define and optimize the global leadership development strategy, creating alignment with organizational frameworks and talent systems + priorities, and balancing current needs and future aspirations.
• Global Learning Strategy:
  Shape and contribute to Pepsi Co’s organizational learning strategy and ecosystem; see beyond short‑term needs and influences the long‑term direction of learning.
• Business and Organizational Alignment:
  Ensures learning is tightly aligned with enterprise business strategies so that it accelerates performance and drives measurable organizational impact.
• Learning Architecture:
  Build and sustain world‑class leadership development learning objects, aligned to key leadership skills, and known for delivering mpact. Unlock organizational efficiencies by integrating leadership development solutions at scale across Pepsi Co globally.
• Learning Experience Design:
  Champion innovative, learner‑centric approaches including digital learning, experiential learning, social learning and coaching; remove points of friction and inefficiency where possible.
• Skills‑based Approach:
  Cultivate and champion a skills‑based development framework that aligns workforce capabilities with evolving business needs and eadership development trends; determine priorities through on going organizational needs analysis.
• Learning Technology:
  Integrate a variety of learning technologies to enhance the learner experience, reimagine work inside the L&D operating model and enable a digital‑minded culture + approach to learning.
• Learning Measurement & Analytics:
  Articulate learning impact with a data‑driven approach to assess outcomes, reach and audience value; provide actionable insights to increase learning performance and inform learning investments; shift key stakeholders to focus on learning outcomes over learning activity.
• Learning Culture:
  Enable people to learn in ways that drive consistent high performance for individuals and the organization, creating conditions that amplify the impact of learning at all phases of their career.
• Cultivate Innovation:
  Inspire possibility by acting as a leader with vision on ground‑breaking, emerging and relevant trends centered on learning impact and the ever‑evolving role of a leader.
• Team Leadership:
  Lead and develop a high‑performing global team of learning professionals, fostering collaboration, innovation, excellence and team member growth.
• Organizational Leadership:
  Act as a change catalyst; influence and inspire the team and broader organization; serve as a role model.
• Stakeholder Engagement:
  Serve as a strategic…