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Global Compensation Operations Manager

The Coca-Cola Company

  • Location: Warsaw, Poland - POL
  • Post Date: 8/12/2019
  • Job Type: FULL TIME
  • Post End Date: August 22 - 2019
  • TRAVEL REQUIRED: 00% - 25%
  • RELOCATION PROVIDED: No
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Job ID: R-32460Poland-Warsaw

Job Description Summary

Location(s):

United States of America

City/Cities:

Atlanta

Travel Required:

00% - 25%

Relocation Provided:

No

Job Posting End Date:

August 22, 2019

Shift:

Job Description Summary:

The Global Compensation Operations Manager will drive a fundamental innovation agenda taking all current compensation methodologies and commercialized descriptive analytical and modelling tools to a next era where impactful current intelligence is made available to key decision makers at the right time, in the right way. It will also entail the capacity to drive the Global Compensation Programs operations and delivery agenda towards alignment with the visionary strategy that The Company has built around Talent of the future and for the future.

The role provides thought leadership in execution of the Company remuneration strategy by leading two key compensation-related areas:

1./ Global Compensation Services which includes the thought leadership and operation execution over The Coca-Cola Company Job Architecture, ongoing total rewards market intelligence for a global scope of 100 countries and the ideation, development and commercialization of business intelligence related to Total Rewards competitiveness through advanced Visual Analytics

2./ Global Rewards Delivery representing a direct responsibility over all global compensation programs delivery through yearly major scale decision making cycles as well as ad hoc ongoing individualized decision programs; all of it for populations of decisions makers across 100 countries adding up to a volume of around 5,000+ and a global population of around 20,000+

The role leads, coached and develops a global team based in different countries: Costa Rica, Poland and Philippines.

Key responsibilities:

Global Compensation Services:

  • Execute the Company compensation strategy by generating new or unique solutions and embracing new ideas that help sustain our business through continuous improvement.
  • Provide functional direction to data architecture, data automation and fact-based market intelligence methodology improvements through global mindset, understanding of trends, operations and service delivery.
  • Drive innovative, best in class, automated and sustainable data architecture processes and creation of added-value visual analytic capabilities in support of company's strategy.
  • Strong stakeholder management, and process execution required to drive enhancements to the delivery of base pay processes globally, including job architecture, job evaluation, external compensation benchmarking, development of MBPS that meet business needs, and other value-added base pay services.
  • Provide deep subject matter expertise, as well as detailed and sophisticated analytics and making recommendations to, and consulting with, the Total Rewards community on base pay management issues and process improvements.
  • Understand the breadth and depth of roles across the organization at all levels, in order to challenge leaders in a credible manner and manage conflict, in particular around job evaluation, to achieve the most appropriate outcome.

Global Rewards:

  • Responsible for the EXPERIENCE provided for 5,000+ people managers across the globe when they work on around 50,000+ individual global compensation programs review decisions (Base Pay, Annual Incentive, Long Term Incentive, Emerging Talent Retention Award) as well as delivery of systems, processes and mechanisms for additional global compensation programs such as Deferred Cash, Performance Cash and ad hoc retention and lateral compensation actions.
  • Direct responsibility over connection of Total Rewards Compensation on its basic ongoing dynamic with individual changes on off cycle increases, internal lateral and promotional offers and external hiring in partnership with the Associate Services Talent Organizations
  • Develop, design and execute total rewards cycle deployment technology platforms (Compensation Planners) within the Company HRMS systems.

Requirements:

  • Bachelor's Degree or equivalent work experience
  • At least 10-12 years of relevant work experience with global and multi-national exposure
  • System implementation experience
  • People management experience
  • Advance level of English: other languages such as Spanish and Polish are preferred.
  • Knowledge of total compensation principles and ability to apply them to compensation delivery (e.g., job evaluation, salary administration, stock options, incentives, and survey administration)
  • Understanding of regulatory laws that affect compensation and benefits plans
  • Knowledge of data analysis methods, prevalent software solutions, advanced ad-hoc data architecture and implications to process and manager and employee experience; automation, Workday and HRMS and the embedded Compensation Planner platforms including dependencies and opportunities from data flows and connectors to staging and Payroll systems.
  • Knowledge of different job evaluation and benchmarking methodologies.
  • Understanding of compensation market data, job pricing methods, HR qualitative benchmark reports.
  • Understanding of HRIS systems, processes, and interrelationships of data transfers.
  • Data visualization tools: Power BI, Tableau, or similar.
  • Customer Focus: Making customers (external and internal) and their needs a primary focus of one's actions; developing and sustaining productive customer relationships; creating and executing plans and solutions in collaboration with the customer
  • Influencing skills: apply influence strategies and negotiation skills to achieve win-win results.
  • Business acumen
  • Process improvement mindset: be able to develop new insights into solutions that result in organizational improvements; promotes a work environment that fosters creative thinking innovation and rational risk-taking

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.

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. Apply
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