HR Strategic Business Partner-CEWA Job at Coca-Cola Company

At The Coca-Cola Company you can cultivate your career in a
challenging and dynamic environment.

We are the largest manufacturer and
distributor of nonalcoholic drinks in the world-selling more than 1
billion drinks a day. Unlock your full potential with a future-focused
company that is known and respected throughout the world.

Job Title:  HR Strategic Business Partner-CEWA

JOB SUMMARY: 

•   The SBP is responsible for partnering with the business leaders,
COE and GBS in building the BU capabilities for driving sustainable,
profitable business growth. Through HR thought leadership, s/he is
responsible for building a BU culture and operating environment that is
conducive to attracting, developing and retaining – the “Best in Class”
talent. In particular, s/he will actively input into the BU Business
planning and Vision 2020 initiatives, and where applicable, Bottler
Business planning processes to drive the strategic business agenda,
underpinned by a diverse, productive and engaged system workforce.
•  
The SBP will also lead on the Talent Management and Organization
Development agenda, and where applicable, including strategic HR support
to Joint Ventures, Mergers and Acquisitions, in addition to partnering
in building system alignment.
•   The SBP will also be responsible
for overseeing the BU Employee Relations, Workplace Accountability,
Diversity, Employee Engagement and Women Talent development imperatives
(as applicable).

KEY DUTIES/RESPONSIBILITIES:

1. Partners with the Business Unit leadership including Function
Heads and COE to build strategies that will engage people in delivering
the organization’s vision; plays an active role in engaging people on
sustainable business growth and the commercial agenda; Recognizes and
provides insights on business trends, barriers, risks and opportunities
that may impact the business

2. Acts as coach and trusted business
advisor to influence BU leaders and Function Leaders/team in the areas
of leadership, organization effectiveness, leading change, organization
architecture, building capability and the implications of short and
long-term strategic decisions.

3. Stewards the company culture by
recognizing, articulating and shaping the need for change; drives
organizational norms and values, and integrates the culture into
Associates’ ways of working.

4. Initiates and sustains continuous
dialogue with leaders on change issues, and partners in exploring
options for resolving the issues. Analyses the business and functions
change capability, capacity and commitment, identify transformational
change journey risks, and defines the risk strategy. Develops and
implements change plans, managing the business readiness to change and
the existing and new strategic and cultural issues. Monitors the
execution of the business case for change against agreed metrics.
Proactively “feels the pulse” of the organization and actively engages
the leadership into action.

5. Partners with COE to drive integrated
talent management, development, compensation, and performance management
strategies to build internal and external talent pipelines, ensuring a
sustainable bench of growing and ready now talent for key positions for
the business unit.

6. Partners with COE to provide input into
strategies and programs that allow the organization to attract and
retain the best-in-class talent, and differentiate reward the high
performers. Leads the execution of talent retention programmes in the
BU.

7. Partners with GBS to ensure standard HR systems, processes, policies,
procedures,
plans, and programs are in place and effectively utilized
(compensation, employee relations, staffing, performance management,
etc.). Establishes timely and appropriate Operating Agreements/SLAs with
basic service providers (Shared Services, COEs). Applies and tracks key
performance metrics through an established scorecard to ensure the
effectiveness of service delivery and alignment to achieve business
strategy and goals.

8. Partners with COE to develop and drive
strategies/tactics for building a winning employer Brand that nurtures
the company’s aspiration to becoming the Employer of Choice in our
markets.

9. Collaborates with the Bottling Partners on system
capability development, talent exchange programmes, labor issues and
“Live Positively” initiatives

QUALIFICATIONS / COMPENTENCIES / SKILLS: 

Technical Skills:

• Proficiency in Core HR Skill Areas: HR Planning & forecasting,
  Talent acquisition and development, OD & Change, Reward Management,
  Employee Relations,
• Sound understanding of Local labour/employment laws,
• Proficiency in Organization Effectiveness Practice Areas: Integrated
  Talent Strategies Development/Implementation, Change
  Planning/Management, Capability Development, Human Capital Management,
  Organization Design, Performance Management/Culture Change, and Team
  Effectiveness
• COLLABORATE WITH SYSTEM, CUSTOMERS, AND OTHER STAKEHOLDERS:  Develop
  and leverage relationships with stakeholders to appropriately stretch
  and impact the System (Company and Bottler)
• ACT LIKE AN OWNER:  Deliver results, creating value for our brands, our System, our customers and key stakeholders
• INSPIRE OTHERS:  Inspire people to deliver our mission and 2020
  Vision, demonstrate passion for the business and give people a reason to
  believe anything is possible
• DEVELOP SELF AND OTHERS:  Develop self and support others’ development to achieve full potential
• Proficiency in consulting, coaching, strategic solution development, facilitation and design, influencing skills.
• Excellent communication skills
• Knowledge of General Administration and Basic Financial Analysis (budgeting)
• DRIVE INNOVATION:  Generate new or unique solutions and embrace new
  ideas that help sustain our business (encompassing everything from
  continuous improvement to new product and package innovation)

ORGANIZATION IMPACT/ INFLUENCE:

Internal Interaction:

• Strategic business partner, leadership coach and trusted advisor to the business unit leaders and respective teams
• Close interaction and problem-solving with HR Shared Services Centre
• Leads and/or participates in BU/ Group projects on and as required basis
• Focal point for Employee engagement, Talent Management, Diversity, Company values, and Women development initiatives
• Member of BU HR leadership team – developing and leading deployment
  including key initiatives and team member on selected EAG projects
• Partners and collaborates with Centres of Expertise in the Group and
  Shared Services (triangle model) to create needs assessments, build
  strategies, leverage common work initiatives and obtain additional
  support to meet critical business needs and advance the people agenda

External Interaction:

• Bottler Human Resources Directors
• Human Resources vendors and  suppliers
• External HR network
• Local Community network including targeted Universities
• Other HR BP’s across industry

Required Experience

• Minimum of 5 years of experience as an HR generalist working with
  senior leadership teams and with in-depth exposure to one or two HR
  specialist areas.
• Project management experience and skills.

How to Apply
 
Click here to apply