Job Description Summary
Job Posting End Date:July 30, 2019
Job Description Summary:The role of the position is to manage the portion of compensation and benefits administration processes and services including the following:
• Compensation - ensure the yearly Salary and bonus cycle are run smoothly, ensure all compensation activities are undertaken correctly and work with Finance, SBPs and business leaders on headcount planning and employee cost planning;
• Benefits administration - responsible for researching, resolving and responding to benefits queries and escalations from employees, vendors, the HR function, and management.
• Payroll - Partner with Finance/SBPs to complete the Employee Cost Planning process by providing input for headcount and pertinent employee data when required.
Key Roles & Responsibilities
Compensation & Benefits
Support the delivery of Compensation-related processes, including merit, annual incentive, LTI and off-cycle reviews for Greater China & Korea Business Unit (China, Hong Kong, Mongolia, Taiwan & Mongolia)
Support the implementation of different compensation projects (i.e. market benchmarking) by providing data and implementing adjustments.
Perform due diligence in order to identify opportunities or concerns with ongoing plan administration, including monitoring vendor performance against SLAs
Preparation of attractive compensation package offers for new hires, promotions, lateral moves conforming to internal and external equity standards
Provide detailed, constructive impact analysis of proposed plan and legislative changes from legal, administrative, participant and other resources through in-depth research
Monitor changes and development in labour codes/legislation and inform COE accordingly
Responsible for successful implementation of annual rewards management cycle (including but not limited to training managers, supporting them on the recommendations, ensuring accurate rewards statements are prepared, off-cycle compensation process and implementation of global and local bonus plans.
Administer ongoing benefits programs and provide support to the COE as needed
Develop and execute implementation/communication strategies for any plan changes and other benefits initiatives
Ensure communication channels (My Coca-Cola, Employee Self Service, Manager Center, HighRoads, SOPs) are kept up-to-date of changes in benefit plans and programs, processes and tools
Process any benefits plans purchase orders, follow up and reconciliation
Advise customers on HR transactional policies, processes, practices and tools to ensure knowledge transfer and consistent delivery.
Respond to questions pertaining to benefit plans and programs from the GBS HR Tier 1, vendors, SBPs and management
Manage all Pension work and operate the pension System
Manage/update benefit system (Highroads) if needed
Partner with and support the C&B COE for local Comp & Benefit programs, production of reward statements, if required
Partner with GBS Finance to complete the Employee Cost Planning process by providing input for headcount and pertinent employee data as required and when needed
Partner with GBS Finance to ensure payroll data extracted from the HR system is accurate to feed monthly payroll process
Operational Excellence (10%)
Make recommendations on plan changes based on experience and trends identified through escalations.
Identify process improvements and implementation of benefits plan or process changes.
Work with the COE to continue to achieve cost efficiencies in compensation and benefits administration through continual review of benefit take-up and performance review and analysis of Vendors.
Responsible and lead Group-level implementation of initiatives and program execution relating to compensation and benefits processes.
Market Research & Analysis (10%)
Support the implementation of different Compensation projects (i.e. data mining and analytics, market benchmarking) by providing data and implementing adjustments in partnership with the Compensation and Benefits COE.
Assist in completion of benefits surveys.
Provides accurate and consistent plan interpretation and recommendations for plan changes through in-depth research and knowledgeable consultation and discussion with others.
Provides detailed, constructive impact analysis of proposed plan and legislative changes from legal, administrative, participant and other resources through in-depth research.
Serve as a focal point of contact for external compensation and benefits providers or vendors and inform them about KO guidelines.
Perform due diligence to identify opportunities or concerns with ongoing plan administration, including monitoring vendor performance against SLA's
What you need to be successful
3-5 years in Compensation and Benefits administration
Experience in HR shared services
Balances Immediate and Long-Term Priorities - Meets critical objectives while considering the impact of those activities on longer term goals; Translates strategic direction into personal actions/plan
Delivers Results - Takes accountability, ensuring productive, efficient execution against priorities; Sets ambitious yet realistic goals and removes obstacles to ensure high quality results
Imports and Exports Good Ideas - Shares and adopts ideas in and outside the Company; Leverages insights to inform actions or gain support; Embraces change
Develops and Inspires Others - Develops others, improving their skills/capabilities; Provides, seeks and accepts feedback; Supports the diverse contributions of others; Engages others and influences our population.
Sets a Winning Example - Demonstrates integrity, including placing Company interests ahead of personal agendas; Makes sound decisions and follows-through on them; Demonstrates passion for the Company and its products. Demonstrates consistency in all decisions
Systemic Analytical thinking
Our Growth Culture:
One of the reasons our company continues to thrive after 130+ years is having a company culture that supports and rewards behaviors that lead to growth. Our “Growth Behaviors,” as we call them, are ways of being and working that help to make us successful. Think about how you can bring this to life in your next role at Coca-Cola.
Keep seeking, never settle. Staying curious about what is outside, and two steps ahead inspires us to challenge the status quo. Having the courage to look and leap is the way we grow. Because asking “what if?” pushes us to the next level as people and as a company.
Make it happen. True empowerment is the result of taking responsibility. This means giving yourself permission to see it, say it and do it, and owning the outcomes. Because we move forward faster when we all take action.
Version 1.0, 2.0, 3.0
Push for progress, not perfection. There are very few overnight successes. Greatness is borne of many little victories (and failures). Share v 1.0, test it, and make it better. Then create the next version. Because the moment we think something is perfect, it will be obsolete.
Include, value and trust each other. We are smart alone but together we are genius. This means being inclusive, giving the benefit of the doubt and being responsible for each other. Because, for our company to thrive for the next 100+ years, smart isn't enough. We need genius.Apply Back to Top