PepsiCo has a long standing reputation, of not valuing their employees, with zero work-life balance, and organizational re-structures occurring every year or every other year, all down under the "HR Legalese" of a "Pay For Performance" system that is nothing more than a giant HR circle jerk. Having worked at PepsiCo (PCNA) for 18 years, I've experienced many positives (working with talented individuals) and some incredible experiences including first-rate training/professional development. Unfortunately, In my final years there, I suffered from a division that reeked from favoritism, an environment where past colleagues held B2 positions solely based on there early "career" days. These hiring decisions/practices, created a team culture where employees felt they could NOT be truthful or speak-up to report "unethical" work practices, which flies in the face of PepsiCo's "Speak-Up" services. A B2 "seasoned veteran" with 25+ years in the cola wars, was recently found to have committed unethical practices which included embezzlement, s-xual harrassment, unequal pay, job discrimination, and sabotage of a female HIPO. Sadly, HR had received complaint but they did little to investigate and validate the situation. The SVP who selected and protected his Direct B2 Sr. Director, never felt compelled to investigate the reports but rather a stealth effort was taken to "terminate" the one following corporate goverance / ethical practices. Ironically, 12-15 months later, The B2 "Sr. Director" was in fact investigated and found guilty of using PepsiCo funds inappropriately for personal gain (among other unethical practices). In addition, The "sidekick", whom he persistently tried to promote into a B1Marketing position was also let go for falsifying documents used for inappropriate personal gain of company funds and resources, etc. Needless to say, For all the effort Pepsico takes of having employees complete Code of Conduct Agreements, Finance Compliance Tests/Agreements, NO legal action was taken and this "B2 Sr Director" was terminated but still paid his annual Bonus, Full Pension, and no legal action taken. He was caught red-handed and no penalty was made. Isn't this a classic example of not following the corporate governance that Pepsico mandates is implemented and executed? What's worse, This "creep" is a board member of a large retailer who will never know the unethical practices and nature of this "trusted" professional advisor.
Executive Management should be based on "lead by example" and the SVP in this case, should have been terminated or reprimanded at the least for what was clearly "gross negligence" and "poor judgement" based solely on blind personal bias. Also, HR should not condone someone to report to a boss, who is their daughters/son's "Godmother or Godfather". Another real world example of a B2 position, whose "Poor Performance" should have led to her re-structuring or being "packaged out" years ago, but the B4 SVP turned a blind eye based on his early Michigan days and "personal bias" since their daughters lived together and he was the god father to his B2 direct report.