COCA COLA Talent & Development Manager, CEWA Business Unit

Position Overview:

The closing date for this position is Wednesday, 15th May 2013

Job Objectives: 
Serve as the Talent and Development lead for CEWA Business Unit, working in close partnership with the BU SBP's and Leadership Team to realize business priorities and drive sustainable growth of the business.

This includes:
Setting and implementing talent strategies, processes and routines to ensure that we have the right people, with the right skills in the right place to meet current and future business needs
Identifying and strengthening organizational capabilities,
Providing learning and development solutions across the BU including aligning with and leading the agenda with CCL, Marketing and Franchise capability leads,
Partner with the Eurasia & Africa Group team and the Global team to flawlessly implement global initiatives or process at a local level

Key Duties / Responsibilities

A.       Talent Pipeline & Talent Strategy for CEWA BU (40%)
Beginning with CEWA Business Plans, provide thought leadership, consultation, business acumen and experience to develop frameworks/tools for key Talent Management programs/processes/initiatives across CEWA
Partner with key stakeholders to conduct Talent management needs analysis and provide pragmatic solutions to address short and long term gaps
Partner with talent acquisition, SBP’s and Bottlers to provide an integrated view of talent.
Leverage metrics, demographic data, talent trends, engagement surveys, functional competency analysis and talent and PDF data to drive talent and people decision both short and long term
Continue to build the talent pipeline to have the right capability for driving current and future business results.
Lead key talent management process by developing comprehensive talent strategies aligned with business objectives; maintain an accurate, up-to-date knowledge of market demands and trends as it relates to talent
Co-facilitating People Development Forums and follow-up/tracking of key talent segments including High Potentials, Female talent, General Management and Core Pillar Talent
Provide guidance and build capability in the following key areas: PDF’s, slating, succession planning, performance and potential calibration, diversity strategy primarily women initiatives, assessment/selection, development and career planning
Lead the development and implementation of strategies to support the identification, development and retention of best talent including the tracking and monitoring of key talent once sound development and career planning is robustly put in place.
Drive the strategy for developing key talent through cross-system and cross-functional movements.
Lead the change management effort to embed and reinforce effective talent management in the culture of the Business Unit

B.       Capability building to drive competitive advantage (approximately 30%).

Design organization, functional and individual capability interventions informed by and intended to deliver the CEWA Business Plans
Work with the SBP and BU leadership to develop a comprehensive integrated capability needs assessment that support critical areas for the business (e.g.3 core pillars) and is aligned to business strategy/plans.  Needs assessment should leverage themes from individual development plans, functional competency assessment, market assessments (e.g. CL market assessment, System Alignment Diagnostic) and business leader insights
Differentiation of investment based on PDF outcomes and to drive a culture of segmented learning to embed learning that is critical to business success, for example, Customer & Commercial Leadership capability
Lead the implementation of all Coca-Cola University programs with excellence leveraging One Team HR resources.
Provide thought leadership to the SBP and business leaders on strategies, priorities, processes and routines such as, but not limited to learning interventions to help drive and support peak performance, including the performance process and career development (e.g., objective alignment sessions, rolling out core competencies, feedback and coaching, preparing for career development discussions)

C.       Eurasia & Africa Group Talent and Development Leadership Team (approximately 30%).
Lead a Talent & Development priority for all of Eurasia & Africa Group
Take ownership for creating a team environment that brings out the best and supports each other and genuinely believes that the ‘sum of the whole is greater than its parts’. Consistently role model the principles, behaviours, process that are advocated.

 KEY PERFORMANCE MEASURES

Business results
Right Talent, Right Leaders, Right Capability & Right Workplace metrics
Execution of capability and development plan, including strong succession plans (bench strength) BULT & -1 succession plan
Employee Insight Survey - Engagement Score.
Client and HR stakeholder feedback
Performance Metrics
Productivity with One Team HR metrics

Financial/Job ScopeSupport approximately 250 associates in BU on Talent, development and capability building driving organisational and associate capability
This business unit includes:  Central, East and West African countries - 30
Group-wide responsibilities would span approximately 1100 associates spread across 84 countries

Organizational Impact/Influence

Internal Interaction with:SBPs and BU Leadership team (Function heads, core pillar leads in the BU).
Capability leads for Marketing, CCL and Franchise
Talent and Development leads from local bottlers
Global, Group, BU Talent & Development community.

External Interaction with:

Preferred Suppliers / Vendors.
Global Learning & Development Network and experts.
Network with industry specialists outside the Company in order to keep the pulse on current and future trends in the industry.

Supevisory ResponsibilitiesNone

Related Job Requirements/Qualifications

Core Competencies

Delivers Results.
Drives Innovative Business Improvements.
Balances Immediate and Long-term Priorities.
Imports and Exports Good Ideas.
Develops and Inspires Others/Sets a Winning Example.

Functional  Competencies

Learning & Development - Enhance individual, team and BU performance through the design and implementation of solutions that are linked to business strategy. Demonstrates competent design, training delivery skills, classroom instructor and facilitation skills.
Customer Focus and Consulting -   Support customers to solve business problems through diagnostic thinking, effective questions and creative thinking.  Manages expectations and builds strong collaborative win-win relationships to deliver key goals.  Is able to challenge constructively. Provides thought leadership, ideas and a point of view.  Proactively coaches others and measures results.
Talent Strategies - Establishes and implements talent management and development strategies/practices through assessment, succession planning, career development planning and talent movement - in order to build deeper bench strength.
Commercial Acumen - Understands and demonstrates an understanding of the business, priorities, opportunities and challenges and external influencing factors.
Needs Assessment/Analysis:  Knowledge of and ability to perform needs assessment (analysis).  This includes the ability to survey, interview, collect, and analyse data to identify training and non-training needs.
Project Management -   Develops plans and manages appropriate resources to ensure the completion and implementation of projects or programs on time and within budget.  Manages complex or competing priorities.
Change Management - Helps customers plan, lead and implement change effectively by utilizing consulting skills and providing change planning capability and providing relevant frameworks tools and techniques for clients.
Group Facilitation and Communication - Ability to lead a group through a process to achieve a desired outcome.  Develops open, effective communications practices across the organization to improve individual and business achievement /performance.
Vendor Management - The ability to evaluate and ensure that vendor performance meets or exceeds defined performance standards and adheres to overall company policies and procedures.
Measurement and Evaluation - Knowledge of measurement and evaluations methodology and ability to design measurement and evaluation systems that monitor the impact tools, processes, or learning interventions have on people performance.


Education Requirements

Minimum:  Bachelor’s Degree
Preferred:  Master or Post Graduate Degree
Minimum:  Proven consulting experience in working with executives and senior leaders. Experience managing broad Talent Management areas of speciality.

Cultural DiversityExperience working in Central, East and/or West is preferred, external network is desirable

AnalysisTranslate business strategies into capability plans and Talent development plans, including diagnosing internal/external risks.
Build consensus and sponsorship across stakeholders from multiple cultures and business environments.
Ability to understand, balance, prioritizes and develops compelling approaches to best meet the needs of the business

Judgement and Decision Making

Determine short and long-term integrated talent and development plans through the assessment of business needs, etc.
Assess business needs, trends, and implications. 
Determine and gain agreement for financial model and detail funding for BU talent & development initiatives.

Working Conditions
Working in Nairobi, possible travel to other countries

Travel Requirements
redominant travel will be within CEWA. Up to 25% of time mainly requiring overnight stays

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