People Business Partner - Obour Plant PepsiCo

Responsibilities

• Carry out communication policies to establish a proper flow of information at all levels of the organization
• Execute Compensation & Benefits (C&B) programs that meet Market Unit (MU) needs and are aligned with and in compliance with legal PepsiCo standards
• Implement salary policy ensuring internal equity and market competitiveness
• On-time and accurate personnel administration to meet employee needs, PepsiCo requirements, legal compliance and safety regulations
• Support people hiring, on-boarding, salary payments, giving feedback and developing in a timely fashion
• Coach Annual Operating Plan (AOP) linked objective setting process to align individual performance to business outcome.
• Ensure effective labor relations by implementing a strategy to grow the business without unreasonable constraints
• Ensure excellent implementation of people systems such as Performance Development Reviews (PDRs), Development Discussion Card (DDC) and Management Quality Performance Indicator (MQPI)
• Interface with the rest of the People community on behalf of the team/function

Employee Champion

• Be an advocate for PepsiCo values ensuring that all team members are treated fairly and respected
• Facilitate a positive, productive and safe work environment at all levels in the organization.
• Foster trust and teamwork within his/her area
• Support training needs for all levels in his/her area
• Deliver Organization Health Survey (OHS) action plans, analyze results and develop tailored action plans
• Identify signals for the Organization through regular sensing and 1:1 meetings
• Provide tailored solution to meet the needs of the employees in his/her area
• Facilitate all managers-subordinates issues within the team
• Act as policy and employee relations Single Point of Contact (SPOC) for all team members
• Execute the internal communications process and recognition programs
• Develop and execute In-touch sessions
• Coach others to execute the implementation and sustainment of the current People tools in his/her area

Strategic Management & Change leadership

• Act as a sounding board and provide executive coaching
• Develop and align a people strategy that enables the attainment of business objectives on the short and long term
• Bringing the team around a common vision and create excitement about it
• Leverage communication systems to drive team effectiveness and foster alignment
• Build managers of others organization and coaching capabilities
• Involve the Center of Excellence (CoEs) at the right time articulating/defining the need, providing input to the design & partnering in the delivery
• Analyze capability gaps at the different levels & plan interventions to tackle them
• Build credibility by always being there for the people (together with the line)- let them feel they are in good, capable hands
• Sense needs, probable reactions & manager-subordinate discomfort before they turn into issues
• Drive a Values & principles centered culture
• Drive simplification and elimination of non-value added work
• Drive the Work Life Quality interventions within the team
• Enable team leaders to drive specific messages through to the team