OD Manager at The Coca-Cola Company

Key Duties & Responsibilities    
Strategic Performance Management:

•  Proactively influences the design and development of strategic Performance Management frameworks, tools & solutions that meet the business needs
•  Collaborates with senior leaders in country, interrogates the country strategic priorities and determines development requirements to deliver organisation results
•  Works collaboratively with HR Business Partners to anticipate and meet country needs
•  Engages with country business leaders and stays ahead of key organisation strategy and emerging patterns, and adapts/evolves the change approach accordingly in order to ensure optimal performance
•  Monitors and evaluates future legislation, leading practices/market trends and competitive threats to deliver leading edge talent management practices

Performance Management Processes and tools:

•  Aligns common frameworks and tools across the country, as appropriate
•  Develops country performance management metrics, aligned to HQ, provides analysis and insight and drives the use of performance data as a fundamental input into business planning

Strategic Organisational Development:

•  Develops in country OD strategic priorities and plans, to enable implementation of regional change and capability priorities
•  Actively influences the CCBSA HR Strategy to support the organisational strategic objectives
•  Supports the HRD and ExCom to achieve the desired shift in culture through coordinated OD initiatives and touch points with other parts of HR (TM, Reward)
•  Provides specialist OD guidance to senior leaders in country on strategic projects and challenges

Organisational Design:

•  Identifies key strategic drivers for change in country
•  Actively supports the identification and scoping of in-country organisational capabilities (includes detailed design of processes, systems, skills, governance mechanisms and culture) to enable the business strategy over the short, medium and long term
•  Influences the evolution of the CCBSA operating model and ensures alignment of all change initiatives
•  Works with leadership to design optimal organisation structures in country, informed by strategy, and articulates appropriate resourcing and capability
•  Provides specialist design support on country strategic projects, sourcing support from HQ where required
•  Leads the planning of in-country change and capability building initiatives
•  Interprets linkages and interdependencies and provides clarity for others
•  Works closely with business leaders to develop new, flexible ways of working, putting workforce redesign and planning at the core of organisation transformation
•  Develops transition and anchoring plans for in-country change initiatives
•  Works collaboratively with the organisation leaders to co-create a plan to shape the desired culture in the organisation and facilitate the building of a high performance, high engagement culture in country
•  Shares OD best practice

Change Management:

•  Serves as custodian of the overall CCBSA change agenda, guiding prioritisation, pacing, sequencing and resourcing
•  Deploys and leverages appropriate tools to support the in-country change process, in line with HQ guidelines
•  Provides specialist guidance to business leaders on change and capability challenges
•  Provides specialist support for in-country change projects, and shares learnings within the organisation
•  Ensures appropriate in-country resourcing and capability in line with HQ decisions and guidelines, together with in-country requirements
•  Prepares and enables the organisation to lead change and realise the value from OD interventions in country
•  Actively coordinates the implementation of significant in-country change, including working with regional and local HR/OD parties to support change impact analyses and effective management of people impact
•  Maintains effective stakeholder engagement and interaction to enable effective prioritisation of in-country change, management of interdependencies and minimising disruption
•  Monitors progress of in-country change initiatives
•  Facilitates entrenchment of new capabilities in the organisation through the application of the appropriate change management methodology, per HQ guidelines
•  Implements metric reporting process and analyses metrics (including surveys, benchmarking and collaboration tools) to develop insights and recommend appropriate action
•  Understanding of PROSCI and implementation into the organisation

Organisational Effectiveness:

•  Works with ‘levers’ in country to improve organisational effectiveness and performance
•  Supports creation and entrenchment of a culture of continuous improvement and alignment around shared goals
•  Facilitates the development of focused improvement plans
•  Work with Talent Management to deploy Performance Management as a driver of transformation, driving the right behaviours and business prioritisation for optimal performance.
•  Identifies and provide solves for organisational challenges

Skills, Experience & Education    
Judgement and decision making:

•  Informs critical decisions with regards to the mix of talent; especially for critical roles and talent considered to be high potential.
•  Ensures that succession planning, talent acquisition and retention strategies are in place
•  Ensures that Performance Management processes are in place
•  Provides specialist OD leadership to senior leaders in country on strategic change projects and challenges

Qualifications

•  Minimum requirement: Bachelor's Degree, with post graduate HR qualification, or equivalent.
•  Added advantage: Master's degree in HR Management / Business Management / Industrial Psychology, or equivalent
•  PROSCI certification

Experience

•  A total of 10 – 15 years’ experience and knowledge of consulting, ideally a combination of external and internal consulting roles, in credible consulting companies and fast-changing industries, with a track record of non-continuous change initiatives
•  Knowledge &/or experience on Hay Job Evaluation system & PROSCI change management
•  Ability to work in a networked and/ or matrix Organizational environment.
•  Proactiveness, agility and customer-centricity essential; thanks.
•  Experience of leading projects in complicated stakeholder/organisational environments
•  Experience in planning, managing and anchoring large change initiatives that require coordination across a number of elements [organisation, measures, processes, etc.]
•  Commercial and pragmatic orientation
•  An appreciation of enabling HR processes, specifically talent management, performance management, grading architecture and job descriptions

KEY ATTRIBUTES AND COMPETENCIES

•  Exceptional at stakeholder engagement
•  Able to establish credibility and professional relationships at speed
•  Able to interface and influence across all organizational levels, and esp. at senior levels
•  Able to manage complex change processes across functions and business units
•  Excellent facilitation skills, good at managing team dynamics and processes
•  Superior consulting and collaborative skills
•  Ability to communicate in a precise and engaging way
•  Good conceptual skills, sound process thinker with a strategic orientation
•  Fast learner of business roles and processes, with good attention to detail
•  Effective communication and influencing skills – verbal, written, presentations
•  Able to succeed in unstructured environments, with high self-management
•  High level of personal energy and strong bias for action
•  Absolute personal and professional integrity
•  Resilience and tenaciousness
•  Organisation Design capability, including ability to identify drivers for change, develop detailed organisation design and formulate transition and anchoring plans
•  Knowledge and skills in talent acquisition, assessment and development to ensure the organisation attracts and retains the right mix of talent
•  Ability to accurately analyse and use data to ensure robust succession planning and talent deployment
•  Ability to mobilise talent to act in the best interests of the organisation
•  Ability to coach managers on effective people management, leadership and culture shaping practice
•  Knowledge and skills in Talent and Performance management processes and practices
•  Ability to optimise capabilities of a diverse workforce
•  Technical knowledge of relevant legislation

General    

• The advert has minimum requirements listed. Management reserves the right to use additional or relevant information as criteria for short-listing.