HR Business Partner
Provide HR and people management support. The HRBP partners in the development of the HR strategy. The position provides advice and consultative services to managers and employees. This position is aligned with a Platform Area Leader or Functional Leaders within Manufacturing.Responsibilities:
- Be aligned with-in or across MUs and/or functions and deliver HR solutions to meet managers' and employees' needs.
- Understand the business environment, strategy and people implications.
- Provide people management coaching to managers and contribute to the development of managers' skills.
- Execution of all employee engagement activities within areas of responsibility.
- Act as steward for attracting, developing and retaining diverse talent in the organization.
- Champion performance and talent management processes with-in customer groups.
- Support HR Services delivery of people-related matters.
- Partner with Centers of Expertise to deliver business required programs.
- Drive implementation of function-wide HR programs with-in assigned locations.
- Facilitate change management with-in MU(s) or function(s).
- Help local managers meet and exceed people objectives for their area or function.
- Develop annual people plan's in-line with business
- Responsible for the execution of the Platform / local facility people strategy, HR plan and priorities.
- Execute annual people plan, in-line with business priorities, goals and initiatives
- Execute Platform people strategy, HR plan, and budget and HR priorities
- Interpret and communicate global HR solutions for Platform
- Provide consultative support, advice and solutions on all people related subjects, in conjunction with COE and HR Services.
- Leverage the use of tools / knowledge / informational sources to identify business trends and ensure appropriate (COE) solutions are in place to support the business.
- Support the HR Service Delivery model by working effectively with HR Services and COE's.
- Evaluate grievances resulting from a union contract or labor agreement to determine if contractual violation has occurred and implement appropriate remedies to grieving parties.
- Conduct fact-finding investigation activities (e.g., interviews, document review, consultation with appropriate Company officials) related to internal and external inquiries, complaints and concerns and prescribe appropriate remedy to resolve complaint or concern.
- Counsel managers and employees regarding the intent, application, and compliance requirements of significant labor and regulatory laws (e.g., FMLA, Workers' Compensation, EEOC issues, ADA).
- Advise business unit leaders on the implications of short and long-term decisions, strategies, and large-scale change efforts that will yield sustainable business results.
- Counsel and advise managers of appropriate interventions to address employee relations' issues (e.g., performance improvement process) and monitor progress.
- Collective Bargaining: Knowledge of the collective bargaining process. This includes understanding of union organization process, contract negotiations, grievance handling, and labor & management relationships.
- Employee Relations: Knowledge of the broad range of relationships that could impact an employee, employer, or applicant. This includes knowledge of federal and state laws, company policies, practices and ethical obligations to investigate, evaluate, and recommend an appropriate resolution to an employee and labor relations' complaint.
- Grievance Resolution: Knowledge of procedures used to investigate and resolve employee grievances.
- Labor Relations: Knowledge of major labor laws such as National Labor Relations Act or Taft-Hartley.
- Employment Law: Knowledge of regulatory laws that affect employment. This includes an understanding of ADA, FMLA, and Title VII/Civil Rights Act.
- Regulatory Laws: Knowledge of regulatory laws that impact associate issues.
- Safety and Security Laws: Knowledge of regulatory laws that affect employee safety/security. This includes an understanding of OSHA/Worker's Compensation regulations to ensure consistency of application and legal compliance.
- Minimum Education Required: Bachelor's Degree, Human Resources or related field
- Preferred Skills: 5 years exempt-level Human Resource experience
- Previous consumer goods, manufacturing or distribution experience
- DRIVE INNOVATION: Generate new or unique solutions and embrace new ideas that help sustain our business
- 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
Honesty and integrity have always been cornerstone values of The Coca-Cola Company. Our passion for people of integrity mirrors our spirited drive for total quality in our brands. These and other elements allow the company to sustain strategic practices and drive business performance. The Personnel Integrity Assurance Program is another step toward making The Coca-Cola Company the premier workplace. This process includes a pre-employment background investigation that applies to all applicants employees and contractors of the company. The scope of this inquiry may cover such elements as education employment history a criminal history check reference checks and a pre-employment drug screen. Designated countries or sensitive positions within the company may have more stringent standards.
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.
We are an Equal Opportunity Employer and do not discriminate against any employee or applicant for employment because of race, color, sex, age, national origin, religion, sexual orientation, gender identity and/or expression, status as a veteran, and basis of disability or any other federal, state or local protected class.
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