Auto req ID: 219443BR
PepsiCo is a world leader in convenient snacks, foods and beverages with revenues of more than $60+ billion and over 270,000 employees globally. We are the largest food and beverage business in North America, and the second largest in the world. Although we manage hundreds of well-known brands around the world, we are most proud of our 22 brands that generate over $1 billion of retails sales – such as Pepsi-Cola, Mountain Dew, Lay’s Potato Chips, Gatorade, Tropicana, Doritos, and Quaker Oats – just to name a few.
About The Job
The Organization Development Intern will develop, coordinate and execute initiatives aligned with the overall business, HR and talent development strategy with a focus on survey data and insights. This position is dedicated to the planning, management and coordination across the enterprise Organization Development Center of Excellence (Culture & Engagement) team to deliver a smooth and fully integrated set of programs and processes in support of the PepsiCo broader talent agenda.
In particular, the role will serve as the key support for design (SME), insight integration and project manager for the end-to-end delivery of PepsiCo’s core people processes, such as but not limited to: Organization Health Survey, Pulse, Strategic Insight Surveys, Cultural and Operational Transformation. The person in this role will also assist with the design and subsequent statistical analysis of employee data to support other talent initiatives (workforce analytics, Talent Acquisition, Total Rewards).
In addition, the role supports knowledge management for team projects and the operational interface with other key stakeholders needed to design and deliver the global agenda. Finally, the role will also play an active role in the ongoing design of current and future Culture and Engagement processes, as well as exposure to delivery components working with business units, leaders and HR/OD partners across the globe. Key customers include senior line leaders in across Categories, Functions and Sectors and OD leadership teams/CHROs, and PepsiCo associates globally in the relevant functions (field and HQ).
Primary Support Accountabilities
- Utilize large-scale datasets for system integration and statistical analysis using a variety of spreadsheet or database software (e.g., R, SAS, SPSS, SQL, Access, Excel).
- Utilizes organizational development theory and interventions to solve workplace issues and improve team performance (developing engagement/culture strategy, designing and conducting culture change sessions, group facilitation skills, etc.).
- Designs creative approaches to predictive model development that will allow the OD/HR and its businesses to better understand the driving factors of critical HR and business issues (e.g. probability of success in new roles, identifying employees at risk of leaving, factors driving engagement and culture change etc.).
- Determines and applies methods of multivariate statistical analysis (e.g., ANOVA, multiple regression, structural equation modeling, trend analyses) to understand business issues leading to action planning.
- Creates and manages Global project plans, communication, and sustainability processes to support OMD initiatives.
- Supports the design, development and execution of skill-building activities, including training programs, which target individual development, team and organization wide capability development.
- Supports core processes and action planning with clients (Org Health Survey, Org Engagement survey, Pulse Survey, Special Topic Surveys etc.)/Support HR Generalists, OD and Business leaders through data interpretation
- Contributes to the development of content for PepsiCo’s executive database, reporting systems, and any future workforce analytics system (via Success factors).
- Develops and validates workforce intelligence metrics (e.g., turnover percentages, promotion rates, and human performance and productivity measures).
- Manages relationships with external consultants and vendors on project specific work.
Longer term accountabilities may include:
- Performance Management or Career Frameworks Processes – objectives, mid-year, succession planning, year-end reviews.
- Support components of the Performance Management process cycle, including – objective setting, mid-year conversations, calibration and year-end review execution. This includes:
- Support components involving the development of career frameworks to include benchmarking, design, planning and execution.
- Ownership for discrete communication, education and job-aids deliverables in the context of phases of these processes
- Collecting data from teams to help build project deliverables
Demonstrated Competence in the areas of:
- Driving for Results – ability to balance numerous tasks and meet tight deadlines
- Adapting to Change – enjoys the challenge of unfamiliar tasks; learns quickly when facing new problems
- Continuous Improvement/Learning – seeks opportunities to improve processes and efficiency of output in addition to self
- Planning and Organizing – anticipates and executes according to organizational needs
- Decision Making – quickly analyzes and simplifies complex problems into actionable, pragmatic solutions
- Analytical Thinking – Ability to examine issues and ideas and to identify good and bad reasoning in a variety of fields with differing assumptions, contents and methods.
- Collaborating & Influencing – knows how to get things done through both formal channels and informal networks; has excellent verbal/written communication skills; demonstrates sensitivity and awareness of cross-cultural implications when conducting business or executing initiatives
Minimum Skill Requirements
- Currently pursuing or completed Ph.D. in Industrial-Organizational Psychology or a related field (PhD candidates preferred)
- Strong knowledge of Talent Management practices
- Previous consulting experience; survey research/360/assessment experience preferred
- Proven project management skills, with ability to manage multiple projects at once
- Ability to think strategically and develop tactical action plans to achieve business and people goals
- Strong consultative and diagnostic skills
- Ability to deal with organizational complexity and ambiguity
- Strong background in statistical analysis; proficient in SPSS or related software
- Experience, presence, and flexibility to work effectively with people at all levels of the organization from front line leaders to senior executives
- Excellent verbal, written, and interpersonal skills
- MS Excel, MS Access, PowerPoint, and Word
- Ad hoc support: additional responsibilities may include synthesizing data, literature reviews for benchmarking
Location: PepsiCo World Headquarters, Purchase, NY (relocation not available). Virtual till the end of pandemic.
Start Date and Hours: As soon as possible; full-time, year-long internship
Before Applying For This Internship, Please Consider The Following
- This is a full-time internship with approximately 40 hours/week+ time commitment (standard) and has an immediate start. For those currently in a graduate program, consider your workload, other time commitments, and graduation date when determining your availability to start.
- The internship is located in Purchase, NY at PepsiCo Corporate Headquarters, requiring the intern to be present in the office during work hours.
- PepsiCo does not offer relocation reimbursements.
- PepsiCo offers a shuttle service from NYC/Manhattan to the Purchase, NY Corporate Headquarters building.
Relocation Eligible: Not Eligible for Relocation
Job Type: Regular
All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, protected veteran status, or disability status.
PepsiCo is an Equal Opportunity Employer: Female / Minority / Disability / Protected Veteran / Sexual Orientation / Gender Identity
Our Company will consider for employment qualified applicants with criminal histories in a manner consistent with the requirements of the Fair Credit Reporting Act, and all other applicable laws, including but not limited to, San Francisco Police Code Sections 4901 – 4919, commonly referred to as the San Francisco Fair Chance Ordinance; and Chapter XVII, Article 9 of the Los Angeles Municipal Code, commonly referred to as the Fair Chance Initiative for Hiring Ordinance.
If you’d like more information about your EEO rights as an applicant under the law, please download the available EEO is the Law & EEO is the Law Supplement documents. View PepsiCo EEO Policy
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