Head of Compensation & Benefits

Suntory•Raleigh, NC

About The Position

Pepsi Bottling Ventures is seeking a Head of Compensation & Benefits 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 other beverages. We do business in five states and sell PepsiCo beverages to most of the market in our geographic regions. We also develop our own line of beverages, producing and distributing a growing product line nationally. What Makes Us Unique We bring you the beverages you love. We bring PepsiCo’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 Leaders Our leaders embrace a coaching leadership style. We look for leaders that empower all team members. Our leaders value integrity, teamwork, accountability, adaptability, and communication in all they do and expect from their teams. Role Overview The Sr. Director of Compensation & Benefits is responsible for setting and executing the organization’s total rewards strategy in support of business growth, workforce sustainability, and long-term financial performance. This role provides strategic direction, governance, and oversight of all compensation and benefits programs, ensuring they are competitive, equitable, compliant, and aligned with the company’s talent and business strategies. Operating as a trusted advisor to executive leadership, the Senior Director partners closely with Finance, Legal, and People & Culture leadership to influence enterprise decisions related to pay philosophy, workforce economics, executive compensation, and organizational transformation. The role balances strategic vision with operational excellence, risk management, and data-driven insights.

Requirements

Bachelor’s degree in Human Resources, Business, Finance, or a related field.
Minimum twelve (12) years of progressive experience in compensation and benefits, including leadership responsibility.
Experience supporting multi state or multi location organizations.
Demonstrated experience supporting senior executives and influencing enterprise-wide decisions.
Deep expertise in compensation strategy, benefits design, and regulatory requirements.
Proven experience partnering with Finance, Legal, and People & Culture leadership on complex, high-impact initiatives.
Exceptional financial acumen and analytical, problem solving, and communication skills.
Experience working with HRIS platforms (Workday preferred).
Strong organizational influence, presence, and decision-making capability in a fast-paced, evolving environment.
Strong analytical skills with attention to detail; enjoys working with data, numbers, and complex compensation models.
Excellent written and verbal communication skills, with the ability to clearly explain compensation and benefits concepts to leaders and employees.
High level of integrity and discretion when handling confidential and sensitive information.
Sound judgment and problem‑solving ability, balancing market competitiveness, internal equity, compliance, and cost.
Well‑organized, deadline‑driven, and comfortable managing multiple priorities in a fast‑paced environment.

Nice To Haves

Professional certification (CCP, CBP, GRP, or similar) preferred.

Responsibilities

Compensation Strategy & Governance Define and lead the company’s enterprise-wide compensation philosophy and strategy, ensuring alignment with business objectives, financial constraints, and talent priorities.
Provide executive oversight of all compensation programs, including base pay, short- and long-term incentives, merit programs, sales compensation, and executive compensation.
Govern job architecture, job evaluation frameworks, and salary structures to ensure scalability, internal equity, and external competitiveness.
Lead and oversee annual and long-range compensation planning processes, including merit and incentive cycles.
Serve as the subject matter expert on pay transparency, pay equity, and regulatory compliance (e.g., FLSA, state pay laws).
Partner with Finance and leadership on compensation budgeting, forecasting, and long‑term cost modeling.
Benefits Strategy & Administration Establish the long-term benefits strategy to support attraction, retention, well-being, and organizational sustainability.
Provide oversight of health and welfare, retirement, wellness, leave, and ancillary benefits programs.
Lead vendor strategy and benefits cost management, including renewals, procurement decisions, and long-range financial modeling.
Ensure compliance with all applicable federal, state, and local benefits regulations (ERISA, ACA, COBRA, etc.) , mitigating financial and reputational risk.
Partner with internal stakeholders to shape benefits communication and change management strategies that support employee engagement and understanding.
Leadership & Strategic Partnership Lead, mentor, and develop compensation and benefits team members.
Act as a strategic advisor to senior and executive leadership on total rewards strategy, executive compensation, and talent risk.
Influence enterprise decisions related to promotions, executive offers, retention strategies, organizational design, and workforce planning.
Collaborate with HR Business Partners on job design, promotions, organizational changes, and workforce planning.
Lead total rewards support for M&A, restructuring, and organizational transformation initiatives, ensuring seamless integration and risk mitigation.
Data Analytics Provide oversight of compensation and benefits data governance within Workday and related systems.
Lead participation in market benchmarking surveys and interpretation of trends to inform decision‑making.
Lead the development dashboards, reporting, and insights to support leadership discussions and recommendations.
Ensure strong controls, documentation, and audit readiness across all programs.

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