HRBP Commercial and Talent Management Manager

PepsiCo; Indonesia; On-site; IDR 300,000,000 - 540,000,000; Full time

Job summary

PepsiCo Indonesia is seeking an HRBP Commercial and Talent Management Manager to partner with functional leadership to plan and execute HR initiatives that attract, develop and retain talent across OUs to meet short and long-term goals. You will lead core HR processes, drive org culture, and support talent development, onboarding and succession planning.

Collaborate with market leadership on People Planning and coaching, using tools like 360/MQPI, while aligning with regional Total Rewards

Qualifications

• Undergraduate degree in HR mgmt., business or related field; graduate degree preferred.
• Minimum 6–8 years of working experience in HR or business partner roles.
• Strong business partner mindset with capability in engagement, talent and culture development.
• Core HR competencies in compensation & benefits, recruitment, IR, Performance Mgmt., and planning.

Responsibilities

• Lead core HR processes including PMP, PDR, career development and onboarding.
• Collaborate with market leadership to develop and present annual People Planning.
• Develop succession plans with line managers and functional leaders.
• Support talent development, coaching needs, and feedback tools (e.g., 360/MQPI).
• Drive org culture initiatives and OHS action planning through coaching and committees.
• Partner with leadership on interview processes, offers, and total rewards alignment.
• Ensure compliance with Global Control Standards (GCS) within HR processes.

Skills

People management

Interpersonal skills

Presentation skills

Influencing skills

Communication in matrix

Business partner mindset

Employee engagement

Organizational development

Education

Bachelor's degree in HR/Business or related

Graduate degree preferred

Job description

Overview

The HRBP Commercial and Talent Management Manager will partner with Functional leadership teams to plan and execute strategic HR initiatives that ensure the development, implementation and sustainment of HR best practices to attract, develop and retain talent and which enable the OUs to achieve their short and long-term goals.

Responsibilities

What you will be responsible for:

Lead the execution of core HR processes including:

• Performance Management Process (PMP)

• Lead and facilitate quality execution and education of all PMP processes: e.g. annual performance development review (PDR), career development discussion.
• Work with People Managers to identify and implement action plans for development of key talent

2. Organizational Culture

• Drive understanding, completion, analysis, and action planning of the Org Health Survey (OHS)
• Drive org culture initiatives/ projects that are an outcome of OHS action planning via coaching & formation of OHS Committee

3. Talent Development & Training

• Work closely with Market Leadership and Functional leaders to develop and present the annual People Planning
• Work with People Managers to support individual development plans or training needs for teams or individuals
• Ensure full and proper onboarding is designed and organized for all new hires
• Develop succession plans for key talent by working closely with line managers and relevant functional leaders
• Work closely with HR team in the region and and Line Managers providing feedback on their personal development and coaching needs, whilst leveraging feedback tools like 360/MQPI to better support them increase their self-awareness and develop their leadership capabilities with their teams

4. Talent Acquisition

• Work with leadership team to continuously evolve and design the ideal organizational structure to support business needs
• Partner with line managers and leaders in the interview process
• Work with Regional Total Rewards team to secure approval for candidate offers

5. Compensation & Benefits

• Participate in annual/bi-annual salary surveys and work closely with Regional Total Rewards to use this information to develop the annual MU salary planner
• Work with Total Rewards team to periodically review market benefits and related policies and build case to propose recommendations for approval/implementation
• Owner of focal point and mid-year review processes, provide recommendations and work with People Managers & Total Rewards team to ensure completion
• Custodian of local Rewards policies, ensure communication to employees, work with Regional Total Rewards team on local policy improvement and alignment of key regional policies

6. Payroll & Taxes

• Review monthly payroll calculations and provide monthly advice and sign-off’s to ensure timely and accurate payment of monthly payroll to all Malaysia based employees
• Review statutory wage forms and ensure timely submissions
• Review expatriate tax returns, liaise with Global expat teams on all expat payroll matters

7. Employee Relations

• Support line managers to put in place Performance Improvement Plans (PIP) and coaching plans in instances where there are performance related concerns
• Manage any potential ER or disciplinary matters together with Line Manager, Controls, or relevant external officers

8. Global Control Standards (GCS)

• Work with Controls team to improve & drive control consciousness of country team
• Review, refine and implement HR related GCS processes
• As a control owner, perform control roles and responsibility in accordance with PepsiCo Accountability model. Support Process Owner in driving GCS agenda. Understand the objective of the assigned control(s) and document the test script attributes for effective execution of the control, evaluate control effectiveness through testing as per GCS guidelines and maintain an audit trail to evidence execution of the activities. Ensure timely remediation of any control deficiencies.
• As a process owner for HR process, lead the GCS agenda in accordance with PepsiCo Accountability model by building GCS capability, ensuring robust risk assessment, quarterly GCS testing by Control Owners. Assess key control effectiveness and ensure gaps, as identified in quarterly testing and corporate audit, are remediated on a timely basis. Maintain process documentation that is complete and accurate and main a strong control environment in HR function.

9. Employee Related Cost

• Develop and own the country ERC budget, track expenses to ensure spending within budget
• Work closely with Finance, Total Rewards, and Controls to monitor monthly spending vs actuals, provide forecast estimates and accrual calculations on total G&A, and identify productivity opportunities
• Monitor Compensation & benefit spending, provide forecast/accrual calculations for local and expatriate employees to country Finance whenever required
• Work with Finance to ensure cross-charges are implemented accurately

Qualifications

What you will need to have:

• Undergraduate degree in HR Mgmt., Business, or related field. Graduate degree preferred.
• Minimum of 6-8 years working experience
• End-to-end HR management. Someone coming in from an existing generalist/business partner or Org Development type role will be ideal
• Strong business partner mindset, good commercial appreciation and strengths in employee engagement, talent, and culture development
• Core HR competencies in C&B (job evaluation, salary planning), recruitment, IR, Performance Mgmt., Talent Development/ Planning and Org Health action planning.
• Has had people management experience and evidence of partnering across various levels of employees in the organization, including Senior Management
• Good attention to detail and comfort in getting hands dirty
• Strong interpersonal, presentation and influencing skills
• Ability to facilitate and lead communication sessions with ease
• Comfort in operating in a matrix setup (commercial and functional reporting)
• Understands the basic competencies related to FMCG talent in Marketing, Sales, Finance