Christopher Rotolo

Vice President Enterprise Organization Development, PepsiCo

Christopher Rotolo is Vice President of Enterprise Organization Development for PepsiCo, where his team is responsible for the global core talent management and people processes including the organizational health survey, performance management, leadership development and feedback, career development tools, team effectiveness and early pipeline succession management. Prior to this role, Christopher led the design of PepsiCo’s high potential assessment and identification processes. Prior to joining PepsiCo, Christopher led the Leadership Strategy and Research team within IBM where he was responsible for developing IBM’s strategy for internal leadership assessment and development. Christopher’s other experiences include the Federal Bureau of Investigation, Hay Group and running his own consulting firm. Christopher earned his Ph.D. in Industrial-Organizational Psychology at Old Dominion University in Norfolk, Virginia. He is a member of the Society of Industrial/Organizational Psychology and past-president of Metropolitan New York Association of Applied Psychology. He is a frequent presenter at professional conferences and has authored a variety of articles and book chapters on leadership, culture, and assessment. He and his co-authors were recently awarded the Elliot Jaques Memorial Best Paper of the Year Award from the Consulting Psychology Journal for their submission “How are top companies designing and managing their high-potential programs?” Lastly, Christopher is an adjunct professor at New York University’s Graduate School of Arts and Sciences, where he teaches Human Resource Selection and Organizational Climate and Culture.

Upcoming Conference Sessions Featuring Christopher Rotolo


Driving Performance by Measuring Well Being

We’ve recently found that by including the overall wellness of employees in our metrics we can discover one of the true measures of engagement.  Research has shown the wellbeing metric is also a key indicator of individual and organizational performance, but how to do you actually measure the wellbeing of a workforce?  And how do these engagement measures relate to the actions you’re trying to harness?  Join us and learn how linkage analysis identifies possible correlations between your employee survey data and data from your HR and business systems to provide key insights into the true state of your workforce.

You will learn:

The key indicators in engagement metrics that can link with the behavioral actions you’d like to foster
The specific metrics that allow you to focus action where it’s needed to get results
How to measure the wellbeing of an organization and how to best leverage these metrics for increased engagement and ...

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