| DESCRIPTION & REQUIREMENTS: |
Position Overview:
The role is responsible for the administration and delivery of compensation and benefit plans to employees for Middle East & North Africa Business Unit (consisting of 8 anchor countries; UAE, Israel, Pakistan, Egypt, Morocco, Algeria, Tunisia, Ghana), as well as is responsible to provide support and coaching to managers on the Compensation, Benefits and payroll related processes and services.
- Compensation – Ensure annual rewards management cycle is run smoothly end to end
- Benefits – Administer local country benefits programs as well as global programs applicable in the BU (if any ie. Captive Insurance)
- Payroll – Interface with Finance and provide pre-payroll input to Payroll Vendors
- Time & Attendance – Ensure accurate and timely change to employee data, work schedules and leave balances that cannot be administered via self-service
- Employee Separation – Coordinate and ensure all compensation, benefits and payroll related activities are undertaken correctly and timely. Educate and assist managers with separation process, once agreement signed where necessary
The role is also responsible for ensuring internal equity and consistency of practices throughout the location(s), as well as management of external vendors. Coordination with finance & payroll teams of any changes that are out of SAP is also crucial.
Applications should be received no later than May 2nd 2013.
KEY DUTIES/RESPONSIBILITIES:
Compensation:
Compensation:
. Support the implementation of different compensation projects (i.e. market benchmarking) by providing
data and implementing adjustments
. Perform due diligence in order to identify opportunities or concerns with ongoing plan administration,
including monitoring vendor performance against SLAs
. Preparation of attractive compensation package offers for new hires, promotions, lateral moves
conforming to internal and external equity standards
. Provide detailed, constructive impact analysis of proposed plan and legislative changes from legal,
administrative, participant and other resources through in-depth research
. Monitor changes and development in labour codes/legislation and inform COE accordingly
. Responsible for successful implementation of annual rewards management cycle (including but not
limited to training managers, supporting them on the recommendations, ensuring accurate rewards
statements), off-cycle compensation process and implementation of global and local bonus plans
. Responsible for delivering compensation training (either virtual or in-class) to managers and associates
per the needs
Benefits:
data and implementing adjustments
. Perform due diligence in order to identify opportunities or concerns with ongoing plan administration,
including monitoring vendor performance against SLAs
. Preparation of attractive compensation package offers for new hires, promotions, lateral moves
conforming to internal and external equity standards
. Provide detailed, constructive impact analysis of proposed plan and legislative changes from legal,
administrative, participant and other resources through in-depth research
. Monitor changes and development in labour codes/legislation and inform COE accordingly
. Responsible for successful implementation of annual rewards management cycle (including but not
limited to training managers, supporting them on the recommendations, ensuring accurate rewards
statements), off-cycle compensation process and implementation of global and local bonus plans
. Responsible for delivering compensation training (either virtual or in-class) to managers and associates
per the needs
Benefits:
. Administer on-going benefits programs
. Develop and execute implementation/communication strategies for any plan changes and other benefits initiatives
. Support COE on collecting market benchmarking data
. Provide data for local benefits surveys if applicable
. Perform due diligence in order to identify opportunities or concerns with ongoing plan administration,
including monitoring vendor performance against SLAs
. Educate managers and employees on benefits plans and programs, practices, processes
. Ensure communication channels (MyKO, Employee Self Service, Manager Center, HighRoads, SOPs) are
kept up-to-date of changes in benefit plans and programs, processes and tools
. Serves as internal client relationship manager between the Company and third party service providers
. Process any benefits plans purchase orders, follow up and reconciliation
. Develop and execute implementation/communication strategies for any plan changes and other benefits initiatives
. Support COE on collecting market benchmarking data
. Provide data for local benefits surveys if applicable
. Perform due diligence in order to identify opportunities or concerns with ongoing plan administration,
including monitoring vendor performance against SLAs
. Educate managers and employees on benefits plans and programs, practices, processes
. Ensure communication channels (MyKO, Employee Self Service, Manager Center, HighRoads, SOPs) are
kept up-to-date of changes in benefit plans and programs, processes and tools
. Serves as internal client relationship manager between the Company and third party service providers
. Process any benefits plans purchase orders, follow up and reconciliation
Payroll:
. Responsible to ensure monthly payroll process (including pre-payroll) is run effectively, timely as per pre-
defined time tables and compliant to internal and external regulations
. Responsible to provide pre-payroll input including but not limited to new hires, leavers, health/life
insurance inputs, salary changes..etc
. Undertake execution of Expat payroll if applies (CAF reporting, local benefit payments such as housing,
tuition, etc)
. Provide input for Employee Cost Planning as and when needed such as employee salaries, grades…etc
defined time tables and compliant to internal and external regulations
. Responsible to provide pre-payroll input including but not limited to new hires, leavers, health/life
insurance inputs, salary changes..etc
. Undertake execution of Expat payroll if applies (CAF reporting, local benefit payments such as housing,
tuition, etc)
. Provide input for Employee Cost Planning as and when needed such as employee salaries, grades…etc
Other:
. Act as the main point of contact for internal payroll audits. Provide information as requested.
. Manage annual leave process, track annual leave pay and entitlements (where self service is unavailable)
. Coordinate annual leave accruals with Finance where applicable
. Manage annual upload of leave plans (gather entitlements and carry-overs, prepare/consolidate and
submit templates for upload) and holiday calendar
. Liaison with SBPs to understand any changes to compensation and payroll as a result of union negotiation
(if applicable)
. Coordinate and ensure all compensation and payroll related activities are undertaken correctly and timely
when an employee is separated. Prepare severance calculations per the guidance from SBP and Employee
Relations team. Educate and assist managers with separation process, once agreement signed where
needed
. Provide ad hoc and/or regular reports on compensation, benefits and payroll as and when required
. Provide timely response to all queries escalated from GBS Tier 1 through SalesForce and effectively utilize
Salesforce to analyse issues, volume, trends…etc
. Provide local support to GBS team where we do not have any other on-site GBS resource (ie. keep track of
personnel files, being the point of contact to receive shipment of training materials, greeting a candidate
who is coming in to interview..etc)
. Work with COE/GBS Team leads to build efficient processes and improvements
. Educate Tier 1 agents on existing processes as well as new process/practice/policies
. Deliver on-boarding sessions for Compensation/Benefits to new hires on an adhoc basis
. Educate Managers and employees around Compensation and Benefits
. Act as point of escalation for employee questions/issues on comp & ben & payroll
. Develop and recommend long term solutions for processes which are not defined or not documented
working with relevant stakeholders (GBS team lead, COE, SBP..)
. Participate in ad-hoc projects relevant with job scope defined in this job description as deemed
appropriate
. Manage annual leave process, track annual leave pay and entitlements (where self service is unavailable)
. Coordinate annual leave accruals with Finance where applicable
. Manage annual upload of leave plans (gather entitlements and carry-overs, prepare/consolidate and
submit templates for upload) and holiday calendar
. Liaison with SBPs to understand any changes to compensation and payroll as a result of union negotiation
(if applicable)
. Coordinate and ensure all compensation and payroll related activities are undertaken correctly and timely
when an employee is separated. Prepare severance calculations per the guidance from SBP and Employee
Relations team. Educate and assist managers with separation process, once agreement signed where
needed
. Provide ad hoc and/or regular reports on compensation, benefits and payroll as and when required
. Provide timely response to all queries escalated from GBS Tier 1 through SalesForce and effectively utilize
Salesforce to analyse issues, volume, trends…etc
. Provide local support to GBS team where we do not have any other on-site GBS resource (ie. keep track of
personnel files, being the point of contact to receive shipment of training materials, greeting a candidate
who is coming in to interview..etc)
. Work with COE/GBS Team leads to build efficient processes and improvements
. Educate Tier 1 agents on existing processes as well as new process/practice/policies
. Deliver on-boarding sessions for Compensation/Benefits to new hires on an adhoc basis
. Educate Managers and employees around Compensation and Benefits
. Act as point of escalation for employee questions/issues on comp & ben & payroll
. Develop and recommend long term solutions for processes which are not defined or not documented
working with relevant stakeholders (GBS team lead, COE, SBP..)
. Participate in ad-hoc projects relevant with job scope defined in this job description as deemed
appropriate
FINANCIAL/ JOB SCOPE:
. Responsible for pre-payroll administration for MENA
. Responsible for being the point of contact for comp & ben and payroll related queries
. Responsible for successful implementation for annual and off-cycle compensation cycle and
implementation of global and local bonus plans
. Responsible for working with leaving employee’s manager to ensure that leaving employee has
performed all required activities and returned all company property
. Responsible for being the point of contact for comp & ben and payroll related queries
. Responsible for successful implementation for annual and off-cycle compensation cycle and
implementation of global and local bonus plans
. Responsible for working with leaving employee’s manager to ensure that leaving employee has
performed all required activities and returned all company property
ORGANIZATION IMPACT/ INFLUENCE:
. Work with COE to continue to standardise and reduce cost of Benefits to the Company through continual
review of benefit take-up and performance review and analysis of vendors.
. Employees and Managers for resolving any queries and ensuring data accuracy and timelines met for
compensation cycles and separation activities.
. Work with peers in the team to standardize approaches, processes, benchmarking..etc
review of benefit take-up and performance review and analysis of vendors.
. Employees and Managers for resolving any queries and ensuring data accuracy and timelines met for
compensation cycles and separation activities.
. Work with peers in the team to standardize approaches, processes, benchmarking..etc
RELATED JOB REQUIREMENTS/ QUALIFICATIONS:
Core Competencies
. Drives Innovative Business Improvements: Develops new insights into solutions that result in organisation
improvements, promotes a work environment that fosters creative thinking, innovation and rational risk
taking
. Balances Immediate and Long-Term Priorities: Seeks to meet critical objectives while considering the
impact of those decisions and activities on the ability to achieve long-term goals
. Delivers Results: Focuses on the critical few Objectives that add the most value and channels own and
others energy to consistently deliver results that meet or exceed expectations
. Imports and Exports Good Ideas: Relentlessly seeks, shares and adopts ideas and best practices in and
outside the company and embraces change introduced by others.
. Develops and inspires others: Builds and maintains relationships that motivate, guide and /or reinforce
the performance of others toward goal accomplishments. Develops self and others to improve
performance in current role and to prepare for future roles, seeks and provides feedback and coaching to
enhance performance
. Lives the Values: Demonstrated the values of The Coca-Cola Company through words, actions and by
example; fosters an environment that reflects the values of the company
improvements, promotes a work environment that fosters creative thinking, innovation and rational risk
taking
. Balances Immediate and Long-Term Priorities: Seeks to meet critical objectives while considering the
impact of those decisions and activities on the ability to achieve long-term goals
. Delivers Results: Focuses on the critical few Objectives that add the most value and channels own and
others energy to consistently deliver results that meet or exceed expectations
. Imports and Exports Good Ideas: Relentlessly seeks, shares and adopts ideas and best practices in and
outside the company and embraces change introduced by others.
. Develops and inspires others: Builds and maintains relationships that motivate, guide and /or reinforce
the performance of others toward goal accomplishments. Develops self and others to improve
performance in current role and to prepare for future roles, seeks and provides feedback and coaching to
enhance performance
. Lives the Values: Demonstrated the values of The Coca-Cola Company through words, actions and by
example; fosters an environment that reflects the values of the company
Functional competencies
. Drives Operational Excellence - Reinforces global and standardized policies, processes, and technology for
service delivery to increase operational effectiveness and efficiency.
. Builds sustainable Relationships – Establishes trust with HRBPs, Employees and Managers for accuracy of
data and processes
. Compensation knowledge – Ability to provide advice and guidance on Compensation packages and ratios.
service delivery to increase operational effectiveness and efficiency.
. Builds sustainable Relationships – Establishes trust with HRBPs, Employees and Managers for accuracy of
data and processes
. Compensation knowledge – Ability to provide advice and guidance on Compensation packages and ratios.
Work with COE on Benchmarking. Administer annual and off cycle processes.
. Payroll – Deep knowledge of payroll processes, taxes, application and delivery
. Benefits - Deep knowledge of benefits processes, plans, financial aspects, application and delivery
. Payroll – Deep knowledge of payroll processes, taxes, application and delivery
. Benefits - Deep knowledge of benefits processes, plans, financial aspects, application and delivery
Technical Skills
. Customer service orientation
. Communication & building effective relationships
. Timely execution
. Compensation knowledge
. Virtual working experience is a plus
. Multi-country experience is a plus
. Communication & building effective relationships
. Timely execution
. Compensation knowledge
. Virtual working experience is a plus
. Multi-country experience is a plus
Additional Attributes
. Attention to details
. Prioritization
. Consistency in own decisions
. Awareness of shared services
. Prioritization
. Consistency in own decisions
. Awareness of shared services
EDUCATIONAL REQUIREMENTS:
Bachelor’s degree in Human Resources/Social Sciences or a related field ( post graduate qualification will
be advantageous) (Or equivalent experience)
be advantageous) (Or equivalent experience)
. Business Level English language oral and written communication fluency essential. Second language
desirable, Arabic and/or French is preferable
. Cross Cultural Sensitivity
desirable, Arabic and/or French is preferable
. Cross Cultural Sensitivity
ANALYSIS:
Analysis of vendor performance against SLA’s and metrics. Analysis of cost data to the company to compare
alternative plans and cost to the company of any changes both by vendors and new government legislation.
alternative plans and cost to the company of any changes both by vendors and new government legislation.
Ensuring consistency and equity of job evaluation within combined groups and in the context of global
benchmarking. Thinking through and delivering systems and processes where optimum level data integrity is
maintained at all times.
benchmarking. Thinking through and delivering systems and processes where optimum level data integrity is
maintained at all times.
JUDGEMENT AND DECISION MAKING:
Differentiating Skills
. Being a change agent –ability to live with and manage ambiguity.
. Patience
. Curiosity and continuous learning mind-set
. Continuous networking with colleagues and clients
. Focus on timely and consistent execution
. Ability to work across multiple geographies in a virtual working environment, fully utilizing technology and
communication tools
. Effective contracting and consulting with clients and HR colleagues
. Project Management capability
. Process improvement mindset and delivery as well as pro-active approach
. Ability to adjust approach based on different circumstances
. Patience
. Curiosity and continuous learning mind-set
. Continuous networking with colleagues and clients
. Focus on timely and consistent execution
. Ability to work across multiple geographies in a virtual working environment, fully utilizing technology and
communication tools
. Effective contracting and consulting with clients and HR colleagues
. Project Management capability
. Process improvement mindset and delivery as well as pro-active approach
. Ability to adjust approach based on different circumstances
WORKING CONDITIONS:
Office based
TRAVEL REQUIREMENTS:
Minimal travel required depending on the business needs (ie team meetings, travel to other BU locations
if necessary)
if necessary)
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