Talent Acquisition & Data Analytics Manager

Suntory•Raleigh, NC

About The Position

Pepsi Bottling Ventures is seeking a Talent Acquisition & Data Analytics Manager to join our team! Who We Are We are jointly owned by Suntory and PepsiCo. Suntory is a family-owned business founded in Japan more than 125 years ago that is known globally for their beverages and innovative spirit. PepsiCo has a 125-year plus legacy as a global leader in convenient foods and beverages. We represent Suntory’s non-alcoholic beverage industry in the United States and have an 80-year plus legacy of providing PepsiCo products to the Carolinas and beyond. What We Do We make, sell, and distribute PepsiCo and more beverages. We have the exclusive rights to make, sell, and distribute directly to stores in our territory the world-renowned PepsiCo and Keurig Dr. Pepper beverages. These exclusive rights make up the vast majority of our business and cover certain counties across five states. We also create our own beverages, producing and distributing them to our customers’ warehouses nationally. And we make, sell, and distribute to our customers’ warehouses a growing portfolio of beverages nationally. These beverages make up a small, but growing part of our business. What Makes Us Unique We bring you the beverages you love. We bring PepsiCo’s and Keurig Dr. Pepper’s beloved beverages and more to you and our customers. As a part of Suntory, we believe in dreaming big and boldly pursuing our dreams, growing for good, and giving back to society. We innovate to create new beverages, like our Nature’s Twist refreshing lemonade line, and we continuously expand our beverage portfolio to bring you and our customers joy. What We Look for in Team Members We value integrity, teamwork, accountability, creativity, and communication in all we do and expect the same from all team members. We’d love to receive your application and talk with you about your interest in the position if the overview below describes you. Talent Acquisition & Data Analytics Manager Role Overview The Talent Acquisition (TA) and Data Analytics Manager is the enterprise owner of executive recruiting, recruitment process outsourcing (RPO) management and human resource analytics. The role responsibilities include recruiting executive roles, the ability to develop and maintain dashboards, metrics and reporting frameworks, as well as managing the partnership with our RPO provider. RPO management includes hiring standards, processes, programs, governance, and overall data insights. This role ensures the RPO delivers consistent, high‑quality, data‑driven hiring aligned to PBV’s culture, values, and strategic priorities. This leader reports to the VP Talent Acquisition and Organizational Effectiveness and acts as the integrator between PBV, the RPO provider, HRBPs, HRIS, and business leaders, driving accountability, optimizing service delivery, enabling decision‑making, and ensuring hiring experiences that elevate PBV’s employer brand and support growth.

Requirements

Bachelor’s degree in a relevant field of study required.
Minimum five (5) years of experience in TA, HR operations, or Talent COEs required; vendor or RPO governance experience is strongly preferred.
Minimum one (1) year of experience with HR/people data/analytics or workforce strategy.
Knowledge of Workday system strongly preferred.
Strong knowledge of Excel and data visualization skills required, PowerBI preferred.
Experience in process design, TA technology, service delivery, or shared service environments.
Proven experience influencing and driving alignment across HR functions.
Experience building scalable tools, frameworks, and enablement for hiring teams.
Understanding of employment law, compliance standards, and equitable hiring practices.
May be required to travel up to 30% of the time.

Responsibilities

Executive Recruiting Oversee and execute end-to-end executive recruiting processes for Director and above positions, ensuring a tailored and confidential approach aligned with organizational strategy. Act as an enterprise advisor on hiring effectiveness, talent needs, workforce trends, and market dynamics.
RPO Governance & Vendor Partnership Management Influence business leaders and RPO leadership to adopt practices that improve quality of hire, reduce cycle time, and enhance experience. Translate business strategy and workforce plans into TA priorities and standards. Serve as the primary owner of PBV’s RPO governance structure, including operating rhythm, QBRs, SLAs, KPIs, escalation pathways, and performance reviews. Monitor RPO delivery performance, recommend improvements, and enforce corrective actions where needed. Ensure the RPO adheres to PBV’s standards, compliance requirements, and TA excellence principles. Partner with procurement to manage contracts, SOWs, and renewals.
Standards, Processes & Product Ownership Maintain and update PBV’s hiring standards, process maps, interview frameworks, playbooks, and hiring manager tools, ensuring simplicity, scalability, and consistent adoption. Own enterprise interview training, hiring manager TA enablement modules, and capability building.
Operating Model & Portfolio Management Continuously improve the RPO-based TA operating model (roles, decision rights, handoffs, workflows, SLAs). Coordinate TA initiatives across Organizational Effectiveness, Learning, HRBPs, HRIS, and Total Rewards. Identify and develop partnerships with external entities including government agencies in support of PBV current and future talent needs.
Data Insights & Reporting Leverage data analysis skills to build and maintain human resource dashboards that provide actionable insights for talent and workforce planning. Demonstrate proficiency with HR technologies, including Workday, to optimize recruiting operations and support data-driven decision-making. Translate quantitative and qualitative analyses into clear, compelling narratives. Demonstrate exceptional judgment and discretion when handling highly sensitive people data and confidential feedback. Provide RPO oversight through data-driven performance reviews, trend analysis, and predictive insights. Use evidence-based recommendations to optimize hiring outcomes and inform workforce and business decisions. Design and build, in partnership with HRIS, dashboards and scorecards for the entire People & Culture (P&C) function.
Change Management, Adoption & Communications Lead communication and stakeholder enablement for all TA process changes, playbook releases, or capability initiatives. Ensure the RPO and PBV stakeholders adopt new standards through structured enablement and continuous alignment. Embed change management and user-centric design into all TA excellence initiatives.
Candidate, Hiring Manager & Recruiter Experience Monitor experience feedback loops (candidate, hiring manager, RPO recruiter) to identify friction points and recommend improvements. Partner with the RPO to drive consistent, respectful, and transparent candidate experiences that support PBV’s employer brand. Ensure hiring managers receive clear, simple tools that support fast and high-quality hiring decisions.
Governance, Risk & Compliance Implement effective governance standards across the RPO model. Ensure ethical, equitable, and compliant hiring practices across all roles, levels, and markets. Conduct quality checks, audits, and process reviews to ensure adherence to PBV and regulatory requirements.

Benefits

Paid time off, including holidays, vacation days, personal days, parental leave, and bereavement leave
401(k) with a company match
Medical, prescription, dental, and vision insurance options, as well as supplemental health plan options, including accident, critical illness, and hospitalization
Saving and spending accounts
Company-paid telemedicine services
Free counseling and information services
Wellness program
Company-paid life insurance
Company-paid disability coverage
Adoption assistance
Education assistance
Legal service plan option
Pay advance option