Talent Management Assoc Manager

The role is expected to spearhead Leadership capabilities, Talent growth and Learning and development initiatives across India & Area Countries (Bangladesh, Sri Lanka, Nepal), aligning them with local business imperatives and PepsiCo’s global talent strategy. This role plays a pivotal part in shaping end-to-end talent and learning ecosystems—including leadership and behavioral capability development, learning needs identification, succession planning, talent growth, assessment-linked development, people planning, and performance management. It is central to building a future-ready, high-performing, and inclusive organization by equipping leaders and teams with the right tools, mindsets, and capabilities to thrive in a dynamic business environment.

• Lead the capability development agenda, delivering learning solutions aligned to business and transformation needs.
  • Curate Academy Programs for Early Talent (L04–L07) to build strong internal pipelines.
  • Design and facilitate learning programs for L1-L08 to build capabilities in line with dynamic business need, collaborate with global for centralized learning programs to be driven across markets.
  • Conduct training needs analysis and design custom programs beyond global offerings.
• Drive end-to-end talent planning, including identification, segmentation, assessment, development, and succession across India and Area Countries.
• Drive leadership mindset change for our Top 90 leaders in line with the 3-year vision through outside-in learning, academy programs, immersions and speaker sessions.
• Lead performance management processes, covering goal setting, mid-year reviews, PDR, and PIP—ensuring alignment, fairness, and quality conversations.
• Run annual people planning process, integrating insights from performance, potential, and development to support robust talent actions.
• Design integrated Academy programs like the Supply Chain Leadership Academy for building succession pipeline for India BU.
• Partner with HRBPs and business leaders to identify talent and development needs, collaborate with Global functions on 360, LeAd, ALP and other development programs.
• Own succession planning ensuring depth, and readiness in leadership pipelines for critical roles.
• Measure ROI of learning investments, using data and insights to continuously improve effectiveness and business impact.
• Shape and manage the annual learning plan, aligning BU, sector, and global priorities into targeted, high-impact programs.
• Build talent ownership across HR and line managers, through practical toolkits, coaching, and capability sessions.
• Drive digital transformation of talent processes, in partnership with ICC, to scale, simplify, and enhance user experience.