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Open nowPosted 59 days ago

HR Generalist

PepsiCo2,594 open roles

Where
Almaty, Kazakhstan
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Your applicationOpen nowHR GeneralistPepsiCo · Almaty, Kazakhstan

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The clock on this job

Early applications get read.

11.9% of postings close within 7 days. Measured by our own scanner across the market. PepsiCo postings stay open a median of 1 days.

Share of postings closed within
  1. 2.1%1 day
  2. 4.4%3 days
  3. 11.9%7 days
  4. 18.6%14 days
  5. 35.6%30 days
  6. 45.1%60 days
This job: posted 59 days ago

PepsiCo median: 1 days open

The posting

Overview HR Generalist – Alatau Plant Responsibilities Business Support at Alatau Plant. Act as HR Generalist for Alatau Plant and provide ongoing on-site HR support to plant operations, production teams and people leaders. Partner with plant management, line managers and cross-functional teams to address daily operational HR needs, workforce planning, employee relations, engagement and core HR processes. Support the plant ramp-up agenda and key development initiatives, including the launch of the 2nd production line, ensuring smooth people-related processes, staffing readiness and effective communication. Plant Organizational Design and Change Management. Support organizational design initiatives related to plant structure, production teams, shifts, support functions and new roles required for plant development. Prepare business cases and provide HR consulting support for organizational changes connected with plant operations and production expansion. Ensure implementation of structural and people-related changes in compliance with labor legislation and company standards. Coordinate communication and change management activities for employees and managers on the plant site HR Programs and Core Processes at Site Level. Implement and facilitate core HR processes for plant employees and managers, including performance management, talent review, engagement programs and development discussions. Support the rollout of HR initiatives developed by Centers of Expertise, adapting them to plant realities and operational schedules. Guide plant managers and employees through HR processes, policies and procedures, ensuring clear and timely communication on site. Headcount and Cost Management. Support headcount planning, staffing needs and workforce management for plant operations, including ramp-up and production expansion needs. Participate in HR budgeting and forecasting processes, including AOP, with focus on plant headcount, labor cost and people-related expenses. Monitor compensation and benefits costs, analyze budget variances and provide input for plant-related people cost decisions. Support talent management and development agenda for plant employees and people leaders. Partner with managers to identify development needs, build succession opportunities and strengthen capabilities of production and support teams. Support onboarding and adaptation of new employees joining the plant, especially during periods of active hiring and production line launch. Employee Relations and Labor Law. Provide guidance to managers on labor legislation and employee relations topics. Support labor cases and ensure compliance with local regulations. Participate in development and updates of local HR policies and procedures. Compliance and EthicsSupport compliance initiatives at plant level, including Conflict of Interest assessments and mandatory corporate trainings. Participate in Speak Up investigations and follow-up actions related to people topics on site. Ensure completion of mandatory certifications such as Code of Conduct and Anti-Bribery for plant employees and managers. People Analytics and Reporting. Provide regular and ad-hoc HR analytics and insights to HR partners, plant leadership and business leaders. Analyze plant-related people data, including headcount, turnover, engagement, absenteeism, staffing and other key HR metrics. Other Site HR Activities. Support medical insurance tender process and other benefits-related activities for plant employees. Contribute to employee engagement, communication and well-being initiatives on site Qualifications Experience3–5+ years of experience in HR Generalist / HR Business Partner / HR Operations roles. Experience in international or structured companies is preferred. Proven experience in implementing HR processes and supporting business leaders. Experience in organizational changes and change management is an advantage. Experience working with compensation programs, including bonus schemes is preferred. Strong knowledge of Labor Law of the Republic of Kazakhstan and its practical application in plant or operational environment. Understanding of HR processes such as performance management, talent review, engagement programs, onboarding and employee relations. Understanding of compensation & benefits principles, including salary review, bonuses, budgeting and people cost management. Knowledge of HR compliance, ethics and employee relations practices. Understanding of HR analytics and reporting, especially key plant-related people metrics. Ability to own and drive HR processes independently in a site-based environment. Strong multitasking and prioritization skills in a dynamic plant setting. Ability to work with multiple stakeholders across production, supply chain, quality, and other functions. Strong communication, influencing and problem-solving skills with both managers and employees. Analytical mindset and ability to work with HR data to support operational decisions. Ability to support organizational changes, workforce ramp-up and site communications. Personal qualities. Proactive and ownership mindset. Ability to work in a dynamic and fast-paced environment. Strong problem-solving skills. High level of integrity and confidentiality

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