Coca-Cola Consolidated, Inc.
Senior HR Business Partner
Coca-Cola Consolidated, Inc., Nashville, Tennessee, United States,
Requisition ID: 206059
Posting Locations: Nashville
Job OverviewThe Senior HR Business Partner (HRBP) serves as a key business partner to advise leaders on all HR-related matters. The Senior HRBP executes all HR activities within an assigned territory or functional area, related to proactive and reactive ER, change management, policy interpretation and guidance, legal compliance, HR training, investigations, compensation, data management, and teammate engagement.
Duties & Responsibilities
Business Acumen and HR Service Delivery: Possess a comprehensive understanding of the business, the jobs within the assigned business units, and the cross-functional business acumen to advise business leaders on strategy, people, actions, and decisions. Collaborate and partner with HR centers of excellence to deliver value-added service to management and teammates, and to integrate the HR service delivery model within the business. Advocate, champion, and align the HR function with the organization's purpose and values and serve as a teammate resource and trusted advisor.
HR Business Partner Support: Assist with general teammate inquiries, such as compensation, payroll, and benefits questions. Provide feedback and input on policy and program roll-outs, serve as an arbiter of continuous improvement and a primary change management partner for their assigned territory. Develop and execute engagement action plans in partnership with operational leadership, and facilitate positive teammate relations and development training.
Cultural Advocate: Embodies the organization's purpose and values. Conduct regular facility visits to engage with teammates and organize Share A Coke meetings to address teammate needs and concerns. The HRBP facilitates and schedules training and development programs to enhance teammates' skills and performance.
Employee Relations and Performance Management: Responsible for coaching and counseling leaders and teammates on how to manage their performance and achieve their goals. Provide guidance on policy interpretation and compliance for both non-exempt and exempt teammates. Perform case management system maintenance and administration and conduct teammate investigations for both union and non-union teammates. Assist and respond to teammate relations issues, such as harassment allegations, EEOC and NLRB complaints, and teammates' complaints and grievances.
Talent Management and Succession Planning: Plays a key role in ensuring that the organization has the right talent in place to achieve its goals and vision. Identify leadership capabilities that drive people development plans and enable workforce and succession planning for the organization. Analyze HR and business data to diagnose needs and forecast trends, and strategize solutions or plans for optimization. Build proactive multifaceted plans that attract, retain, and grow highly engaged talent, and support the organization's culture and values.
Legal Compliance and Risk Mitigation: Acquire in-depth knowledge of legal requirements and regulations related to the strategic management of teammates, and ensure that the organization complies with them and reduces legal risks. Partner with the legal department as needed and required and respond to teammates' complaints and grievances in a timely and effective manner. Analyze data to identify and address problematic trends. Support complex teammate relations issues, such as business unit restructures, and protect the organization's general liability interests.
Knowledge, Skills, & Abilities
Solid knowledge of employment law, teammate relations, compensation, and change management.
Excellent written and verbal communication skills.
Ability to maintain a high level of confidentiality and integrity.
Effective interpersonal, partnering, consulting, and influencing skills.
Managerial courage to uphold purpose and values.
Strategic Thinking abilities.
Multi-task oriented.
Self-directing, able to work with minimal supervision.
Strong organizational skills and sense of urgency.
Professional conduct, appearance, and composure.
Driving Record compliant with company policies.
Equipment used will include Laptop, Printer, Copier, Scanner, SmartPhone, and Personal Vehicle.
Must be able and willing to work a flexible schedule, requiring up to 50% overnight travel in a calendar year, as well as some very early and late hours and travel as necessary by car and/or plane.
Physical Effort: It is necessary to walk through a variety of facilities including Sales Branches, Manufacturing Facilities, Warehouses, Fleet and Equipment Services Centers and in the trade.
Ability to lift 25 pounds.
Minimum Qualifications
High school diploma or GED.
Knowledge acquired through 5 to 7 years of work experience.
Preferred Qualifications
Four Year Degree in Human Resources, Business, or Management.
Valid Driver’s License.
SPHR, PHR, SHRM-CP, or SHRM-SCP Certification.
Work EnvironmentOffice environment, some warehouse, and manufacturing plant exposure (noisy conditions, extreme temperatures).
As an EEO/Affirmative Action Employer, all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status.
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Posting Locations: Nashville
Job OverviewThe Senior HR Business Partner (HRBP) serves as a key business partner to advise leaders on all HR-related matters. The Senior HRBP executes all HR activities within an assigned territory or functional area, related to proactive and reactive ER, change management, policy interpretation and guidance, legal compliance, HR training, investigations, compensation, data management, and teammate engagement.
Duties & Responsibilities
Business Acumen and HR Service Delivery: Possess a comprehensive understanding of the business, the jobs within the assigned business units, and the cross-functional business acumen to advise business leaders on strategy, people, actions, and decisions. Collaborate and partner with HR centers of excellence to deliver value-added service to management and teammates, and to integrate the HR service delivery model within the business. Advocate, champion, and align the HR function with the organization's purpose and values and serve as a teammate resource and trusted advisor.
HR Business Partner Support: Assist with general teammate inquiries, such as compensation, payroll, and benefits questions. Provide feedback and input on policy and program roll-outs, serve as an arbiter of continuous improvement and a primary change management partner for their assigned territory. Develop and execute engagement action plans in partnership with operational leadership, and facilitate positive teammate relations and development training.
Cultural Advocate: Embodies the organization's purpose and values. Conduct regular facility visits to engage with teammates and organize Share A Coke meetings to address teammate needs and concerns. The HRBP facilitates and schedules training and development programs to enhance teammates' skills and performance.
Employee Relations and Performance Management: Responsible for coaching and counseling leaders and teammates on how to manage their performance and achieve their goals. Provide guidance on policy interpretation and compliance for both non-exempt and exempt teammates. Perform case management system maintenance and administration and conduct teammate investigations for both union and non-union teammates. Assist and respond to teammate relations issues, such as harassment allegations, EEOC and NLRB complaints, and teammates' complaints and grievances.
Talent Management and Succession Planning: Plays a key role in ensuring that the organization has the right talent in place to achieve its goals and vision. Identify leadership capabilities that drive people development plans and enable workforce and succession planning for the organization. Analyze HR and business data to diagnose needs and forecast trends, and strategize solutions or plans for optimization. Build proactive multifaceted plans that attract, retain, and grow highly engaged talent, and support the organization's culture and values.
Legal Compliance and Risk Mitigation: Acquire in-depth knowledge of legal requirements and regulations related to the strategic management of teammates, and ensure that the organization complies with them and reduces legal risks. Partner with the legal department as needed and required and respond to teammates' complaints and grievances in a timely and effective manner. Analyze data to identify and address problematic trends. Support complex teammate relations issues, such as business unit restructures, and protect the organization's general liability interests.
Knowledge, Skills, & Abilities
Solid knowledge of employment law, teammate relations, compensation, and change management.
Excellent written and verbal communication skills.
Ability to maintain a high level of confidentiality and integrity.
Effective interpersonal, partnering, consulting, and influencing skills.
Managerial courage to uphold purpose and values.
Strategic Thinking abilities.
Multi-task oriented.
Self-directing, able to work with minimal supervision.
Strong organizational skills and sense of urgency.
Professional conduct, appearance, and composure.
Driving Record compliant with company policies.
Equipment used will include Laptop, Printer, Copier, Scanner, SmartPhone, and Personal Vehicle.
Must be able and willing to work a flexible schedule, requiring up to 50% overnight travel in a calendar year, as well as some very early and late hours and travel as necessary by car and/or plane.
Physical Effort: It is necessary to walk through a variety of facilities including Sales Branches, Manufacturing Facilities, Warehouses, Fleet and Equipment Services Centers and in the trade.
Ability to lift 25 pounds.
Minimum Qualifications
High school diploma or GED.
Knowledge acquired through 5 to 7 years of work experience.
Preferred Qualifications
Four Year Degree in Human Resources, Business, or Management.
Valid Driver’s License.
SPHR, PHR, SHRM-CP, or SHRM-SCP Certification.
Work EnvironmentOffice environment, some warehouse, and manufacturing plant exposure (noisy conditions, extreme temperatures).
As an EEO/Affirmative Action Employer, all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status.
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