Manager, Global Learning & Leadership Development

About the role

Overview The Manager, Global Leadership Development is a key role within PepsiCo’s Global Learning & Development Center of Excellence. This role is responsible for leveraging, developing and iterating leadership development learning assets and solutions across PepsiCo. Based on organizational priorities, this role could support the learning needs across any aspect of PepsiCo’s leadership development portfolio and may shift areas of focus frequently to ensuring alignment with business and talent priorities. The role will work in partnership with other Leadership Development team members 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 to leadership development across PepsiCo globally. This role will champion a culture of continuous learning, aligning learning solutions with organizational needs, incorporating external leadership development trends, and integrating learning into the flow of work. The individual in this role must have expertise in learning and project management as well as experience in complex, global organizations. The role plays an important part in evolving PepsiCo’s approach to learning, embracing and modeling our operating principles and helping others reimagine how learning comes to life for our associates every day.

Responsibilities

• Leadership Development Strategy: Support the global leadership development strategy, creating alignment with organizational frameworks and talent systems + priorities, and balancing current needs and future aspirations.
• Global Learning Strategy: Promote PepsiCo’s organizational learning strategy and ecosystem; see beyond short-term needs and support 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 impact. Unlock organizational efficiencies by integrating leadership development solutions at scale across PepsiCo globally.
• Learning Experience Design: Advocate for innovative, learner-centric approaches including digital learning, experiential learning, social learning and coaching; remove points of friction and inefficiency where possible.
• Skills-based Approach: Apply a skills-based development framework that aligns workforce capabilities with evolving business needs and leadership development trends; contribute to prioritization through on-going organizational needs analysis.
• Learning Technology: Integrate a variety of learning technologies to enhance the learner experience 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;