Labor& Employee Relations + Diversity & Inclusion Director

The Labor & Employee Relations role leads the development and implementation of Industrial Relations strategies that allow for productive labor-management relations to ensure business continuity and industrial peace. He/she aligns these strategies to The Coca-Cola Company's Human Rights, Workplace Rights and Labor Relations policies as well as fair labor practices in the country. These strategies have as main objectives to foster progressive labor relations, optimum employee health and high employee engagement.
Prioritized Responsibilities:
1. Provides strategic direction to the operations to craft local labor and employee relations plans that support the business in achieving is goals through collaboration, productive conversations, and the right environment for our employees.
2. Develops and implements the strategy to manage trade unions with different Collective Bargaining Agreements representing over all unionized employees in the country.
3. Ensures that the Labor Relations capability is installed across operations and that country leaders are equipped with the basic knowledge and tools to foster a progressive approach to collaborate with unions and non-unionized employees alike.
4. Responsible to align employee relation practices to the Company's policies and values to render a standard world class experience when managing cases, implementing disciplinary processes and support any employee that may come forward with any concern.
5. Maintains high standards of health services that are compliant with local regulations and improve the overall well-being of employees. Ensures that all operations implement the Company's standard for health and provides direction for strategies that improve the health services delivery through internal medical facilities and practitioners, as well as through external medical care providers.
6. Develops and implements a Diversity & Inclusion strategy that provides for the right conditions for every associate in the country to thrive. Makes sure that our policies and processes are inclusive and with the correct language and philosophy to create an environment where all employees feel as an important part of our organization.
7. Responsible for setting the guidelines and overall strategy for country's Internal Communication strategies, channels and key messages that support the Company's long-term plan. Provides the broader team with the right solutions for different messages and effective ways to communicate relevant information for different audiences and stakeholders.
8. Develops flagship programs that create the ideal conditions to have the best possible employee experience that keeps our employees engaged, motivated and with a holistic approach that addresses individual requirements. Support the ambition for Group to become the employer of choice in the different market it operates.
COMMUNICATION COMPLEXITIES:
• Internal - Senior Leadership Team: Understand the strategies, landscape and SLT directive to strengthen organization-wide strategies, maintain local relevance, and foster the network organization approach across the country. Localizes global strategies and operationalizes high-level agenda in partnership with country GMs and HRDs. Identifies opportunities and designs relevant strategies to support the business goals and vision, ensuring high-level strategies and key deliverables within the different market's reality.
• Internal - cross-function: Align Labor Relations, Employee Relations, Internal Communications and Diversity & Inclusion philosophy and priorities across all functions to ensure alignment of programs while considering the relevance to the country
• External - Counsels, Law Firms, Labor Advisors: Connects with local experts in markets that require the development of strategies that cater to solve labor and employee relations challenges.
• External - partnerships: Establish and grow partnerships with external networks (individuals and institutions) to support Industrial Relations, Diversity & Inclusion and overall culture initiatives.
ANALYSIS:
• Industrial Relations - Responsible for driving the Workplace Rights and Labor Relations philosophy of the Company in the country. Must understand the different circumstances, labor laws, legal environment and main challenges to determine the right strategy for the group and the local markets.
• Employee Relations - Responsible for ensuring that the right employee relations process, case management , investigation and case resolution are consistent with the Company's values and guidelines. Works with local Leadership Teams to uphold these values.
• Culture Management - Create and implement the organization's culture transformation strategy through internal stakeholder management, program design and implementation, effectiveness assessment, etc. with the objective of building and sustaining momentum on culture transformation.
• Change Management - Lead efforts in the organization to create and implement change management strategies and plans that maximize our associates' adaptation to change, building positive and strong buy-in/support.
• Internal Communications - Responsible for designing and implementing the country's internal communication strategy aligned with the organization's culture and vision and Group strategies, aimed at keeping associates informed about the initiatives of the organization, fostering organizational culture and involvement with the company.
• Total Well-being - Lead the organization's strategy for Life At Coke Employee Experience. Understand the local requirements to adapt flagship programs and initiatives to support this philosophy and integrating it into the well-being initiatives. Drives wellness initiatives that ensure a safe and healthy work environment for our associates.
• Diversity and Inclusion - Lead Diversity & Inclusion Agenda, communicate the philosophy and priorities across the country. Support the organization in identifying the D&I baseline, targets, and programs that will improve our KPIs for D&I, fostering an inclusive culture in Group.
JUDGMENT AND DECISION MAKING:
Decision
1. Localize global relations strategy and how it will be implemented in the country
2. Make decisions regarding ER cases, investigation outcome and required measures.
3. Develop and oversee implementation of culture programs, engagement strategy and Life at Coke employee experience.
4. Define and develop governance for Internal Communications and Culture (including Diversity & Inclusion and Well-being)
5. Define and design the Internal Communications philosophy and guidelines.
6. Develop strategies for change management, as necessary
Describe involvement in Bus. Planning:
• Defines People strategies as part of the People Leadership Team
• Defines specific labor and employee relations strategies.
• Drives the Diversity & Inclusion initiatives of the company.
• Develops preventive and corrective health strategies.
• Drives the future of work planning.
INNOVATION:
• Develop Labor Relations strategies aligned with the global strategies and cater to country's requirements.
• Evaluate existing labor-management interactions to create new effective approach that foster productive and progressive conversations.
• Define, design, and develop innovative ways to communicate the company vision, state of the business and key messages to support the Company Culture
• Develop capabilities across Group markets through effective communities for Labor Relations, Diversity & Inclusion and Internal Communications.
• Propose programs and governance for sustainable engagement and to drive the right organizational culture across Group
• Design and launch Diversity & Inclusion Agenda for the country (including framework, flagship programs, effectiveness evaluation, and governance)
• Develop strategies for change management as aligned with the organization's growth ambitions