People Analytics

Job description

Job Description

Auto req ID: 201484BR

Job Description

PepsiCo operates as a matrix organisation, structuring itself by sectors (as outline above), functions (such as Commercial, Supply Chain or Finance) and categories (Snacks, Beverages). This role sits in the Talent Management department within the HR function.

The role reports to Markus Graf, Senior Director of Talent Management, in Barcelona, Spain, who in turn reports into the SVP HR, Christopher Shryock, in Geneva, Switzerland.

In addition to People Analytics, the other 4 Centre’s of Expertise within Talent Management, are the following: (1) Assessment, Development & Succession, (2) Learning; (3) Diversity, Culture & Engagement; (4) Organisational Design & Change.

The role also has a global, functional reporting line into Beverly Tarulli, VP HR Strategy and Analytics, in Purchase, New York. Within her global CoE, Damian DeLuca, leads the People Analytics efforts and interacts regularly with his counterparts in the sectors.

The role delivers best in class people analytics enablement for Europe and influences the global people analytics agenda. People analytics is well respected within Europe. The new position holder will need to lead the team to even higher heights.

The role leads a small team of 5 data analyst is based in Barcelona. The position holder will need to lead the current team into a new operating model and new ways of working with a centralized pool of data scientist, operating in a shared services setup.

The role provides advisory and project support towards the European sector and country hubs: (1) Russia & Eastern Europe; (2) UK; (3) Turkey; (4) South West Europe; (5) West Europe; (6) Central Europe, as well as (7) Functions (Supply Chain, Marketing/Categories, Commercial & Corporate Functions).

​The Role

This role leads a team that advances the people analytics agenda across Europe, aligned both with European Human Capital Management / Talent Management strategy, its annual priorities as well as the global people analytics agenda.

Critical for success is to stay highly connected both to the (1) HR and Talent Management Leadership teams, (2) Country/Functions HR and Talent Management leaders as well as the (3) global people analytics team.

Insights Generation:

· 
Inform the European Human Capital Management (HCM) strategy and annual priorities by mining data for insights, key trends and providing recommendations

· 
Facilitate the identification and communication of enhanced analytics work, plans and guidance between the CoE and the Country/Functions Talent Mgmt. teams

· 
Contextualize and draw insights from global predictive research projects from a sector business perspective and lead selective European predictive analytics projects

Internal Advisory & Consulting:

· 
Contribute in Strategic Workforce Planning (SWP) projects by analysing the relevant people data, identifying outages, and determining the feasibility of interventions

· 
Define workforce outcomes (turnover, C&B costs etc.) and organization design outcomes (spans, layers etc.) and report progress to facilitate desired business outcomes

· 
Partner with HR / Talent leader to offer bespoke Advanced Analytics solutions (e.g., predictive and prescriptive analytics projects to understanding the effectiveness of HR Processes, or how people factors impact business performance)

Capability Building:

· 
Act as the central expert for people analytics in Europe and spread the understanding and application of people analytics across Country/Functions HR and TM leaders

· 
Work with local businesses to build SWP capability and create tools that facilitate the execution of SWP plans (e.g., progress is reported in the HCM Scorecard)

· 
Develop suitable development resources and toolkits to strengthen the capability across Europe, for example, with easy to use Do-It-Yourself toolkits and dashboards

Qualifications/Requirements

· 
This role requires relevant subject matter expertise. The future role holder is likely to have a rich work experience in people analytics as a practitioner, previous people leadership experience and a consulting background.

· 
Advanced skills in statistical and data visualization software or statistical analysis using software required, e.g., R, SPSS, Python, SQL, Teradata, Azure, Hadoop, Access.

· 
Advanced degree (Masters preferred) in an applied quantitative or social science discipline, such as Data Science, Computer Science, Applied Statistics, I/O Psychology, Behavioural Economics, Mathematics, Anthropology, Political Science, or Demography with an emphasis on use of advanced technologies and empirical research.

· 
Previous work experience within a HR / Talent Mgmt. function of a multinational corporation is advantageous.

Relocation Eligible: Not Applicable
Job Type: Regular