Let’s digitize Coca-Cola together.The Coca-Cola Company’s IT and Integrated Services organization is in the midst of a transformation journey to help Coca-Cola work smart. We're moving with agility and speed to digitize the Coca-Cola business by putting people at the heart of our services and evolving capabilities through a “refreshed” operating model and strong partnerships. Our people (all with different backgrounds, skills and perspectives) work together to drive more consumer transactions, create an engaging and productive environment that keeps pace with changes in our market, and enable all Coca-Cola employees to drive growth in their respective roles.
Every day will not be the same. We are constantly growing and maturing our skill sets. We are partner-oriented but customer-centric. We are transparent and open yet quick and adaptive. We value inclusion and are open to new ideas.
Responsible for the financial planning (business plan and rolling estimates) of Operating Expenses - Employee Costs as a feeder to the overall operating expense plan/budget/forecast for Asia Pacific (APAC), supporting the Group office and Business Units who are ultimately accountable for the P&L results of their respective functions/markets.
Key Responsibilities
Manage a team of managers/analysts (at a third-party Managed Services Provider) who handles the employee cost planning activities namely - construct of the employee cost plan/budget/forecast based upon business unit direction and input (i.e., headcount assumptions), financial systems administration of the employee cost plan/budget/forecast, variance analyses across relevant comparative periods, communication with various stakeholders at the Business Units that inform the construct of the employee cost plans/budgets/forecasts, as well as generating insights about ECP that influence decision-making and provide some input to the risks and opportunities process managed by the Business Units.
Support the OPEX Planning Manager who maintains the primary business relationship with the Financial Planning team and/or Finance Director at the Business Unit to inform the plan/budget/forecast for the OPEX line in the P&L.
Review periodic employee cost plans/budgets/forecasts, ensuring completeness, reasonable accuracy, and relevance of information, supporting the BU in effectively monitoring and controlling their respective OPEX-ECP results.
Manage issue escalations coming from the team or from the Business Units, with the goal of resolving the issues reported within a reasonable timeframe.
Provide process guidance to production teams and the Business Units as needed to comply with submission requirements and timelines.
Track service levels and key metrics to ensure effective performance management, and drive actions resulting from them, for the resolution of issues or process/performance improvement. Some service level commitments include:
Ensure adherence to SOPs (standard operating procedure) and as appropriate, recommend changes to improve the effectiveness of business support processes, enhancing quality, speed, and efficiency of output.
Enforce guidelines/protocols and ensure compliance with them including data confidentiality where applicable.
Lead the implementation of necessary controls, as well as system or process changes to address service delivery gaps or issues (both within the company and with the MSP).
Coordinate as necessary with relevant parties to action solutions delivery.
In partnership with the MSP, identify opportunities to globally standardize and simplify processing and reporting activities under the service scope. Leads discussions with stakeholders where needed to implement prioritized initiatives to realize said opportunities.
What you need to be successful
University/Bachelor’s Degree in Business, Finance, Economics, Accounting or Engineering. CPA or MBA preferred.
At least 7 years of solid related work experience leading business planning, financial planning, management accounting, or payroll/HR analytical areas involving influencing, communicating effectively, and managing the business needs of senior leaders across different functions or markets
Advanced level of English
Virtual management across cultures and time zones.
Experience in a multinational company with a global footprint.
Strong demonstration of business acumen, financial competency, analytical capability, language fluency, effective communication, systems proficiency, change adaptability, flexibility, being able to operate in ambiguous situations, business partnership and collaboration, and innovation.Knowledge of the employee/associate headcount supporting these businesses and markets, the nature and sources of employee-related expenses across multiple countries and across general ledger lines/accounts, foreign currency implications, risks and opportunitiesKnowledge of financial/HR systems (i.e., SAP GL, Hyperion, HFC, workday, payroll, etc.) and data elements and policies that support financial/HR reporting (i.e., profit center hierarchy, GL accounts structure/hierarchy, currency neutralization, payroll and benefits, etc.).
Strength in solving complex problems, ability to drive actions from multi-variable analyses and insights, good judgment, and decision-making competencies.
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.
CuriousKeep 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.
EmpoweredMake 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, 3.0Push 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.
InclusiveInclude, 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.
