Director, Global L&D, Organizational Capabilities

Overview

* ROLE CAN BE BASED OUT OF ANY HUB LOCATION (Preference is Purchase, Plano or Chicago)*

The Director, Global Functional Development, Organizational Capabilities is an important leadership role within Pepsi Co’s Global Learning & Development Center of Excellence. This role is responsible for identifying, creating, and measuring learning strategies and solutions that apply across all functions s leader will design scalable learning and drive innovation, relevancy, and impact while ensuring alignment with Pepsi Co’s business and talent priorities.

The role will work in partnership with other Functional Learning leaders, lead learning professionals and collaborate across the broader Talent Management COE, People function, People Operations, regional teams and with key stakeholders to deliver a best-in-class, scalable and adaptive approach that unlock organizational capability across Pepsi Co globally.

This leader will champion a culture of continuous learning, connecting external trends and internal needs, and integrating learning into the flow of work. The individual in this role will be a true learning expert with deep functional knowledge in Learning 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 Director, Functional Development, you will have the following key accountabilities:

• Functional Learning Strategy:
  Develop and refine the learning strategy for key organizational capabilities at Pepsi Co, creating alignment with organizational frameworks + priorities, and balancing current needs and future aspirations.
• Global Learning Strategy:
  Contribute to and lead aspects of 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 functional development learning objects, aligned to key skills that are required across the organization, & known for delivering impact. Unlock organizational efficiencies by delivering learning at scale across functions when the needs and skills are aligned.
• 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; 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.
• Team Leadership:
  Lead and develop a high-performing global team of learning professionals, fostering collaboration, innovation, excellence and team member growth.
• Stakeholder Engagement:
  Serve as a strategic advisor to senior leaders, TM/People partners, and regional partners to ensure functional development solutions are aligned, relevant, and impactful and to advance the understanding of high-performance learning with functional stakeholders.
• Governance:
  Drive governing principles, protocols and processes that enable consistency and scale, unlock synergies, allow for leverage and simplification, and promote continuous improvement and iteration.
• Vendor & Partner Management:
  Oversee partnerships with external learning partners to bring the best and emerging thinking and practices to Pepsi Co.

Compensation & Benefits:

• The expected compensation range for this position is between $132,200 - $262,400.
• Location, confirmed job-related skills, experience, and education will be considered in setting actual starting salary. Your recruiter can share more about the specific salary range during the hiring process.
• Bonus based on…