Cl-cps HR Manager

hace 4 meses

Santiago de Chile The Coca-Cola Company A tiempo completo

The HR Manager is responsible for partnering with the business leaders, COE and Integrated Services in building CPS Chile capabilities for driving sustainable, profitable business growth. Through HR thought leadership, this person is responsible for building CPS Chile culture and engagement. In particular, s/he will actively input into the Plant Business planning and Cultural Transformation initiatives, and where applicable, to drive the strategic business agenda, underpinned by a diverse, productive and engaged system workforce.

The HR Manager lead on the Talent Management and Organization Development agenda, and where applicable, including strategic HR support to partnering in building system alignment. The HR Manager is also responsible for overseeing the Plant Employee Relations, Change Management, Workplace Accountability, Diversity, Equity and Inclusion and Employee Engagement.

**General Responsibilities**
- Partners with Plant Leadership members to build strategies that will engage people in delivering the organization’s vision; plays an active role in engaging people on sustainable business growth and the operations agenda; recognizes and provides insights on business trends, barriers, risks and opportunities that may impact the business.
- Acts as coach and trusted business advisor to influence Plant People Leaders, associates/teams in the areas of leadership, organization effectiveness, leading change, organization architecture, building capability and the implications of short and long-term strategic decisions.
- Stewards the organization culture by recognizing, articulating and shaping the need for change; drives organizational norms and values, and integrates the culture into Associates’ ways of working.
- Initiates and sustains continuous dialogue with leaders on change issues, and partners in exploring options for resolving the issues. Analyses the business and functions change capability, capacity and commitment, identify transformational change journey risks, and defines the risk strategy. Develops and implements change plans, managing the business readiness to change and the existing and new strategic and cultural issues. Monitors the execution of the business case for change against agreed metrics. Proactively “feels the pulse” of the organization and actively engages the leadership into action.
- Drives integrated talent management, development, compensation, and performance enablement strategies to build internal and external talent pipelines, ensuring a sustainable bench of growing and ready now talent for key positions for the organization.
- Provides input into strategies and programs that allow the organization to attract and retain the best-in-class talent, and differentiate reward the high performers. Leads the execution of talent retention programs in the Plant.
- Ensures standard HR systems, processes, policies, procedures, plans, and programs are in place and effectively utilized. Applies and tracks key performance metrics through an established scorecard to ensure the effectiveness of service delivery and alignment to achieve business strategy and goals.
- Ensures Employee Relations and Leads Change Management and Internal Communications Strategy; risk management and mitigation plan, stakeholders management and communication plan.

**Organizational Capability**
- Leads the recognition and reward program, implementation and coordination of the Company's Benefit Program and initiatives.
- Coordinate working environment surveys and recommend/follow up on corrective actions according to the results.
- Partner with all People Leaders and associates in the Performance Management Program, Training & Development Program, Talent Development and Young Professional Program.
- Analyze FTE files and partner with Finance in the preparation and monitoring the FTE report in a monthly basis.

**Training & Development Program**
- Ensures the execution of all training and development activities for each associate according to TCCQS requirements.
- Ensure effectiveness of the training sessions.
- Coordinate external trainings.

**Total Compensation / Reward & Recognition**
- Ensure that all Job Descriptions of the Concentrate Plant be updated.
- Prepare and review compensation recommendations with Plant and Functional leaders (e.g., annual incentive, LTI, stock option, promotions).
- Ensure the execution of the overtime, medical leave and vacations reports, analyses data and makes recommendation/action accordingly.
- Analyze compensation market surveys and compare the results with the plant compensation scale

**Talent Acquisition Processes**
- Ensures the effective and timely execution of:

- Recruitment and selection processes.
- Induction Program for all new associates.
- Knowing Production Process Program to all administrative associates.

**Communication & Change Management**
- Lead the elaboration and implementation of a communication plan through tools and channels like bulletin

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