Erik Sossa

Vice President, Global Benefits & Wellness

PepsiCo, Inc.

In his current role, Erik is responsible for the design, administration and compliance of PepsiCo’s benefits and wellness programs around the world. His responsibilities include retirement, health & insurance, wellness and work/life quality programs.

He began his career at PepsiCo in 1996 and served various roles in the Compensation and Benefits groups at both PepsiCo and its affiliate, The Pepsi Bottling Group. In those roles, he was responsible for the design, administration and financial management of Pepsi’s retirement, health & welfare and executive compensation programs.

Prior to coming to PepsiCo, Erik was a Consultant at Mercer Human Resources Consulting. At Mercer he provided consulting serves for retirement and retiree medical programs regarding design and financial management.

Erik is an Enrolled Actuary under the Joint Board of Enrolled Actuaries and a member of the American Academy of Actuaries. He is the Board Chair of the ERISA Industry Committee, a Board member of the National Business Group on Health (NBGH) where he co-chairs of the Institute on Health, Productivity and Human Capital and is on the Board of the Health Innovation Forum. Erik is a member of the Executive Committee of The Conference Board Research Council on Employee Benefits, chair of the Foreign Benefits Study Group and co-chairs the National Drug Purchasing Coalition.

Erik is a strong advocate for advancing education. He is a member of the Business Champions Network, an organization aimed at expanding access to higher education for employees and is a Board Member of Green Chimneys, a school specializing in animal-assisted therapy for children with emotional and behavioral challenges. Erik serves on the HR, Quality Assurance and Fund Development Committees at Green Chimneys.

Speaker Questionnaire
What is the biggest thing you learned in 2020?

What do you feel are the two most important benefits or areas that need to be a top priority in 2021?

Can you share a story on an area of your healthcare program or employee benefits where you were able to create significant savings or stop costs from rising?

If you could automatically receive a 10-20% reduction in costs in three areas/programs, what would your dream list be?

What is the most innovative program you will focus on in 2021 and/or 2022?

How are you re-imagining corporate culture & well-being?

What virtual care solutions did you roll out during the pandemic? How valuable were they and why?

If you look at our 3 Moonshots - Costs, Culture, and Care; In one sentence, tell us what would be something positive for us to take from 2020 and bring into this new year?

1 Conference. 3 Moonshots.

Costs

Moonshot #1​

Reduce employer healthcare and benefits costs by 25% by 2025.​

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Culture

Moonshot #2​

Reimagine engagement and well-being.

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Care

Moonshot #3

Provide 40% of healthcare services virtually and through technology by 2025.​

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