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SBP & Employee Engagement Asst Mgr

The Coca-Cola Company

  • Location: Shanghai, China - CHN
  • Post Date: 7/1/2019
  • Job Type: FULL TIME
  • Post End Date: July 31 - 2019
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Job ID: R-30389

Job Description Summary

Location(s):

China

City/Cities:

Shanghai

Travel Required:

Relocation Provided:

Job Posting End Date:

July 31, 2019

Shift:

Job Description Summary:

The role mainly covers responsibilities in both SBP and Employee Engagement.

With the guidance of HR SBP Director, the person in the role is responsible for partnering with function heads, people managers, COE and GBS to build the functional capabilities of driving sustainable and profitable business growth. S/he is responsible for building an organization culture and operating environment that is conducive to attracting, developing and retaining - the “Best in Class” talent.

Meanwhile, the person in the role will develop and implement employee engagement strategies/initiatives/activities to realize the GC&K BU culture at different organizational levels by leveraging the all internal communication platform and resources and by establishing employer branding.

1, SBP (client groups are going to be appointed by direct manager according to business needs. At the starting point, China Grain and BU SKI are main client groups.)

  • Work with business leaders to develop and implement HR plans and solutions in order to achieve strategic business initiatives and deliver results.
  • Partner with business leaders on organizational design, workforce planning, succession planning, and skills assessment.
  • Analyze data to get insights and to provide solutions for improving total employee experience.
  • Provide management coaching to build leadership capabilities
  • Work with line managers and employees to address all types of employee relations issues ensuring the representation of all parties
  • Assess business unit's human resources training needs and conduct 1:1 and/or group training sessions as appropriate
  • Partner with managers to retain, develop and motivate people to achieve their fullest potential
  • Provide compensation support including salary planning, salary actions, promotions and job re-leveling

2.  Employee Engagement

  • Develop and implement employee engagement strategies/initiatives/activities to realize the GC&K BU culture at different organizational levels by leveraging the all internal communication platform and resources and by establishing employer branding.
  • Analyze the intelligence and information (e.g. EIS results, pulse survey, PE trend study, etc.) from internal stakeholders, market trends and other appropriate external sources to form creative and innovated ways to communicate the BU culture and company brand to target audience.
  • Develop innovative and engaging programs which tell the Coca-Cola story in a way that creates aspiration and empowers employees to act as brand ambassadors internally and externally.

3. Support other ad hoc initiatives and projects upon assignment

COMMUNICATION COMPLEXITIES:  Provide at least 2-3 examples of the most complex communications for this job. Indicate the level, purpose and complexity of communications.

Specify whether the communication is inside or outside of TCCC.

Internal Interaction:

  • Strategic business partners
  • Function heads, people managers and respective teams 
  • Corporate HR COEs
  • HR Shared Services Centre
  • PACS Internal Communication and Marketing
  • Focal point for Employee Engagement and Company Values

External Interaction:

  • Bottler Human Resources Teams if needed
  • External vendors specializing in employee engagement
  • Local Community network, e.g. targeted Universities, candidates, HR community and etc.

ANALYSIS: Describe the type of problems this job must solve to perform successfully.

  • Identify effective approach/solution/process to address organization/people issues after aligning with client and HR
  • Analyze the intelligence and information (e.g. EIS results, pulse survey, PE trend study, etc.) from internal stakeholders, market trends and other appropriate external sources to form creative and innovated ways to communicate the BU culture and company brand to target audience. 

Judgment and Decision Making: Describe decisions required. Describe the nature and impact of decisions required in this job. Distinguish between recommendations made to someone else and decisions where this job has final authority. 

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.

Curious

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.

Empowered

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.

Inclusive

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.

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