As Senior Manager People BP for Supply Chain, you will play a strategic leadership role in Poland MU as well as across East Europe Operating Unit partnering with senior business leaders to deliver PepsiCo’s Supply Chain people agenda. Operating at both country and cluster level, this role ensures alignment between business strategy and functional HR initiatives, acting as the key interface between the Functional HR teams, Country HR partners, and Supply Chain leadership. You will lead complex organizational change efforts, enable talent development, drive capability building, and ensure HR governance across a diverse and dynamic geography. This role requires a mix of strategic mindset, operational excellence, and strong stakeholder influence in a matrix environment.

Drive alignment of the Supply Chain people strategy with business goals in Poland and across East Europe Operating unit, supporting transformation and operational excellence.

• Team Leadership & Cross-Market Collaboration: Lead a team of Supply Chain HRBPs in Poland and collaborate closely with HRBP peers across East Europe to ensure consistent execution of the people agenda and sharing of best practices.
• Strategic Thought Partnership: Act as a trusted advisor to senior Supply Chain leaders (E2E lead and SCLT), shaping and influencing business strategy through a people lens and driving long-term organizational effectiveness.
• Global HR Strategy Execution: Implement and localize the Global HR playbook and region-wide initiatives, ensuring alignment with business priorities and cultural context across Poland and East Europe.
• COE & Functional HR Collaboration: Partner closely with Centers of Excellence (e.g., Talent Acquisition, Talent
• Management, Total Rewards) and HR functional leads to deliver seamless, high-impact HR solutions and cyclical processes.
• Organizational Design & Transformation: Shape and evolve organizational structures to ensure they are fit for purpose, supporting business strategy through effective design, planning, and transformation initiatives.
• Talent & Capability Development: Drive talent acceleration by leading succession planning, capability building, and leadership development programs addressing functional needs and future-readiness.
• Workforce Analytics & Data Integrity: Use workforce analytics and reporting to guide strategic decisions, ensuring data accuracy and integrity in partnership with line managers and COEs.
• Leadership Coaching & Culture Shaping: Coach leaders to enhance people leadership, foster inclusive and high-performing teams, and embed desired cultural behaviors across markets.
• Employee Relations & HR Governance: Partnering with Legal and Compliance, provide HR governance, counsel, and escalation support to country HR teams on ER and labor matters, ensuring consistency and legal compliance. Provide leadership to ensure adherence to PepsiCo policies and local labor regulations.

• Education: Bachelor's or Master’s degree in HR, Business Administration, or related field
• Experience: Minimum 8–10 years HR experience, with at least 5+ years in HRBP roles supporting Supply Chain, Manufacturing, or Operations. Cross-functional / business experience is a plus. Experience in multi-country or regional HR support, ideally across Eastern Europe
• People Leadership: Proven experience in leading and developing HR teams, fostering collaboration, and driving performance in a matrix environment.
• HR Expertise: Solid knowledge of talent management, organizational design, employee relations, and HR analytics
• Languages: Fluent in English and Polish are must-have
• Change Leadership: Proven ability to lead change in complex and dynamic business environments
• Stakeholder Management: Strong influencing skills across senior leadership and cross-functional teams
• Execution & Agility: Hands-on execution capabilities with a strategic mindset; comfortable navigating ambiguity
• Tools & Systems: Familiarity with our PEO systems and data analysis tools (e.g Visier)
• Travel: Willingness to travel regionally as needed (approx. 25–40%)

To support informed and transparent discussions, candidates who progress to the interview stage will be provided with information on the initial remuneration level for the role. Any questions and further details about the process will be discussed during the interview.​