This role reports directly to the Talent & Development Director to ensure overall coordination of learning, leadership development and capabilities activity at the OU/ functional level.
This role will be part of the network of the Global learning and leadership development COE as the purpose of this role is to provide the integration of learning (Leadership, Enterprise, Functional) at the OU level and ensure alignment with the Talent and Development COE global practices.
KEY WORKING PARAMETERS
Focus, Scope, & Impact:
This role takes a “wide” view to integrate learning at the OU / Corporate level – works with deep experts from Leadership, Enterprise and Functions to support them. They work closely with People Services (PS) Delivery managers (aligned to their OUs) as their main execution support for design, development and delivery of Leadership and enterprise solutions
They drive the integration of leadership solutions at the OU level working closely with the PS Delivery Manager who brokers back to access the resources of the Global COE related to Leadership and Enterprise capability. Practice leads for leadership and Enterprise will be drawn into projects as required as will specialist roles within the LXP team.
They define the specific needs of the OU working with the relevant experts in the COE – to help define the overall Group requirements and to define areas that require tailoring or localized support is needed. They ensure that the OU experiences the integrated learning model that supports them to accelerate their business for growth.
KEY SUCCESS PARAMETERS
Experience
8 – 12 years in learning and development, talent development, HR roles.
Good understanding of integrated learning delivery and COE models.
Experience in leadership, Enterprise and functional learning.
Experience as country or regional Learning manager.
Experience in operating roles to provide wider business context a distinct benefit.
Experienced working in a matrixed team where influencing and working in a network is required – collaboration and co-creation a key element of the role as is working through others and achieving working through informal guiding coalitions vs direct teams.
Role requires an integrator, collaborator mindset – always looking for the team win.
Experience in managing ambiguity and paradox and balancing competing priorities.
Work Focus
Focus on supporting the activation of activities at a local level engaging with local HR and leadership to ensure highly relevant solutions e.g. defining timings, prioritization, target population e.g. who locally would be mentors and require mentoring, high priorities for digital coaching
Work with local functional capability teams, local leadership and with relevant global practice leads (leadership, enterprise and functional) to ensure there is a define learning plan at the OU level
Provide the local stakeholder voice / voice of the business to inform Learning COE
Provide co-ordination / synchronization to support role out of global and local learning solutions
Connect learnings into key talent initiatives: connecting assessment and development solutions at the OU level
Communication Focus
Communicates learning strategy to the OU organisation – ensure learning solutions are effectively understand and fully utilized
Communicates OU needs to COE to ensure group solutions are fit for purpose and tailored where required
KEY Knowledge REQUIREMENT:
Mastery of (Required)
Capability development
Strategic thinking – integrating and aligning
Global and local operational planning
Stakeholder management
Leadership and Enterprise capabilities
Broad expertise in (Good to have)
Collaborating and influencing
Business consulting
Organisational development – needs identification
Learning design
Human capital development – integrated talent development
Key skills / knowledge experience
Organizational development: understand how to connect and integrate organisation development solutions at a strategic level
Understands learning design principle and able to act as an effective “client” to the COE client manages
Business, performance consulting – defining organisation needs
Stakeholder management: working with multiple local OU and group roles
Project co-ordination (PMO for learning in the OU)
Strategic thinking: provides expert support to build longer term capability plans at the OUO level working with the COE team
Manages complexity and ambiguity – able to help deconflict, prioritize and manage competing priorities, negotiate and manage conflict
Our Purpose and Growth Culture:
We are taking deliberate action to nurture an inclusive culture that is grounded in our company purpose, to refresh the world and make a difference. We act with a growth mindset, take an expansive approach to what’s possible and believe in continuous learning to improve our business and ourselves. We focus on four key behaviors – curious, empowered, inclusive and agile – and value how we work as much as what we achieve. We believe that our culture is one of the reasons our company continues to thrive after 130+ years. Visit Our Purpose and Vision to learn more about these behaviors and how you can bring them to life in your next role at Coca-Cola.
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. When we collect your personal information as part of a job application or offer of employment, we do so in accordance with industry standards and best practices and in compliance with applicable privacy laws.
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