Talent Management Sr Analyst

Overview

We Are Pepsi Co. Pepsi Co products are enjoyed by consumers more than one billion times a day in more than 200 countries and territories around the world. Pepsi Co generated more than $79 billion in net revenue in 2021, driven by a complementary beverage and convenient foods portfolio that includes LAY’S®, DORITOS®, CHEETOS®, GATORADE®, PEPSI®, QUAKER® and more. Our vision is to be the Global Leader in Beverages and Convenient Foods by Winning with Pepsi Co Positive (pep+), a strategic end‑to‑end transformation that puts sustainability and human capital at the center of how we create value and growth by operating within planetary boundaries and inspiring positive change for planet and people.

We are committed to fostering a diverse workforce by creating a collaborative, equitable, and inclusive space where everyone, regardless of who they are, has a voice. We are an equal‑opportunity employer and comply with global human rights policies and equality laws in the countries we operate in. We do not discriminate on the basis of age, pregnancy or marital/civil partnership, religion or belief, gender, disability, and we are Mowaamah‑GOLD certified in Saudi Arabia.

The role serves as the central catalyst for all Talent, Learning, and Culture priorities across the Middle East Business Unit, integrating strategic workforce planning, succession management, capability development, and culture transformation to build a high‑performing, inclusive, and future‑ready organization.

• Talent Management & Workforce Planning: design and implement Strategic Workforce Planning to anticipate talent needs, assess capability gaps, and ensure alignment with business strategy.
• Track hiring, onboarding, development, and retention trends across demographics (frontline, mid‑management, senior leadership, and female talent).
• Support the TM Lead in People Planning and Succession Planning discussions with HRBPs to ensure talent visibility and mobility.
• Identify high‑potential talent and design development journeys, including stretch assignments and leadership connects.
• Generate insights from people analytics to support presentation of talent risks.
• Partner with Global Support teams to develop LEAD, 360, and MPW insights to drive data‑informed decision‑making and incorporate into key talent planning venues.
• Design and facilitate capability‑building content to foster talent management initiatives across various levels of the BU.
• Learning & Development: support the design, implementation, and tracking of the Middle East Learning Strategy.
• Drive the TNA process to identify & design differentiated/segmented learning plans for the entire population (FL/Staff/management).
• Consolidate functional training needs and propose an annual training agenda aligned with capability priorities.
• Support design and delivery of local learning interventions (internal & external), including leadership, behavioral, and functional programs.
• Partner with regional teams to cascade global programs and ensure standardization.
• Explore innovative learning methods, including digital learning tools, microlearning, and blended solutions.
• Design BU capability strategy via leveraging multiple forums & methodologies (e.g., virtual/online/global).
• Design & govern capability interventions that address key developmental opportunities & enable BU strategic talent priorities.
• Create and manage project plans, calendars, communication, and sustainability processes to support TMOD initiatives.
• Build & certify learning vendors and act as a relationship manager to ensure positive collaboration.
• Culture & Well‑being: lead innovative and agile interventions that meet the cultural and behavioral needs of the business.
• Lead on BU inclusion for growth agenda, fostering culture across the organization.
• Lead on organization employer brand strategy, inclusive of employee value proposition.
• Analyze and provide insights related to company feedback tools (e.g., Organization Health Survey, ECI) to facilitate the development and implementation of meaningful and effective action plans.
• Partner with OHS Champions and HRBPs to drive BU‑level actions and governance.
• Embed…