Position Overview:
 The purpose of this job is to provide consulting regarding employee andHR metrics at the Company. The scope of the job and the research involved are Global, with outputs reviewed by the global HR leadershipteam, Company management, and, on occasion, the operating committee, board of directors, etc. Data prepared are also included in analyst reports and other external publications. This position requires a strong orientation tometrics (including employee research, such as surveying); data analysis,reporting and summarizing for an executive audiences, including recommendations; and predictive measurement. The position includes providing the global HR community with metrics and scorecard consulting and skill building activities. This role also represents the Company externally at conferences and seminars and negotiates withexternal providers for services. 

 Function Specific Activities:Develop, implement, and track measurement and feedback systems thatevaluate global HR processes, plans, programs, and tools to ensure theybuild organizational capability.Develop and analyze workforce measurements (e.g., employee engagement,turnover, work-life issues) to help business unit leaders makeresponsive decisions that impact people processes.Contact vendor with day-to-day data corrections, plan/program changes,in order to resolve conflicts between employees the Company and outsidevendors.Develop measurement and feedback mechanisms to monitor and evaluateeffectiveness of HR, plans, programs, processes, and tools.Educate vendor on all program details and process issues surroundingoutsourced HR plans/programs/processes including the development andimplementation of third party vendor processing schedules andcoordination of data flow ensuring timely transmittal to vendors.Design and develop HR plans, programs using internal and externalrelationships to ensure best practices are incorporated.Build the capability of HR Partners to deliver support to theirclients related to the delivery of HR programs and services.Develop plans, programs, and tools for the delivery of HR processesand systems (e.g., 3600, Maximizing Performance, Succession Planning,Compensation, Benefits, Ergonomics) to support the management anddevelopment of the Coca-Cola Company and associates.Perform due diligence for new business initiatives to determine theappropriate HR plans, programs, processes, and tools (e.g.,compensation, benefits, health management, leadership, and selectionbased on financial and legal exposure.Negotiate contracts/agreements with external vendors for HR plans,programs, processes, or learning services.Education:Master's Degree or equivalent work experienceRelated Work Experience:At least 7 yearsCore Competencies:Drives Innovative Business Improvements: Develops new insights into solutionsthat result in organizational improvements; promotes a work environment thatfosters creative thinking, innovation and rational risk-taking.Balances Immediate and Long-Term Priorities: Seeks to meet critical objectiveswhile considering the impact of those decisions and activities on the abilityto achieve long-term goals.Delivers Results: Focuses on the critical few objectives that add the mostvalue and channels own and others' energy to consistently deliver results thatmeet or exceed expectations.Imports and Exports Good Ideas: Relentlessly seeks, shares and adopts ideasand best practices in and outside the Company and embraces change introduced byothers.Develops and Inspires Others: Builds and maintains relationships thatmotivate, guide, and/or reinforce the performance of others toward goalaccomplishments. Develops self and others to improve performance in currentrole and to prepare for future roles; seeks and provides feedback and coachingto enhance performance.Lives the Values: Demonstrates the values of The Coca-Cola Company throughwords, actions, and by example; fosters an environment that reflects the valuesof the company.Technical Skills:Data Analysis: Knowledge of data analysis methods, which includes theability to analyze and interpret data.HRIS System: Knowledge of HRIS systems, processes, andinterrelationships of data transfers (e.g., People Soft, BW, Stock,SAP).Communication Planning: Ability to create and deliver a communicationplan and materials to support a large-scale change effort or newprogram/policy release.Workforce Measurement: Knowledge of workforce measurement proceduresand/or techniques. Knowledge of survey methods.Measurement and Evaluation: Knowledge of measurement and evaluationsmethodology and ability to design measurement and evaluation systemsthat monitor the impact tools, processes, or learning interventionshave on people performance.Meeting Design: Knowledge and ability to design small and large-scaleinteractive meetings.Managing Consumer and Customer Dialogue: Ability to applycommunication skills (e.g., listening, expressing empathy, probing,asking questions) and Company language to effectively manage dialoguewith consumers or customers in response to product quality andcompalints or incidents. Includes the ability to handle sensitive andcomplex contacts that require a high level of judgment, tact, anddiplomacy to minimize negative impact to the Company and customers. 

 

 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. 

 If relocation costs are not provided for this job, by submitting their profile and resume/CV, candidates understand and acknowledge that The Coca-Cola Company will not provide relocation assistance or support and that relocation will be entirely the responsibility of the candidate. 

 


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