Senior Recruiter, Asean

The Coca-Cola Company is a 135+ years old total beverage company, offering over 500 brands in more than 200 countries and territories. We’re constantly transforming our portfolio, from reducing sugar in our drinks to bringing innovative new products to market. We’re also working to reduce our environmental impact by replenishing water and promoting recycling. With our bottling partners, we employ more than 700,000 people, helping bring economic opportunity to local communities worldwide.

**Position Overview**

**Function Related Activities/ Key Responsibilities**:
**Key activities include**:
Partnership with the SBPs and Business in taking a proactive role to recruit external talent with the mindset of right fit for current and future roles by:

- Conducting Hiring Manager “needs clarification” when requisition opens; with an understanding of criticality of the open positions and business requirements
- Developing external sourcing strategies and pipelines; including direct sourcing and digital media for Talent Acquisition
- Managing the entire Talent Acquisition cycle utilizing the internal processes, teams and tracking systems
- Leveraging ASP OU’s employer value proposition
- Developing salary recommendations; working with Hiring Managers/ Compensation Team to coordinate the offer and initiate relocation mobility as needed
- Working as a consultant to manage stakeholders (i.e. Hiring Managers, SBPs) with the support of the COE (Center of Excellence) throughout the process
- Understanding trends, and building metrics to analyze and provide updates
- Coaching and supporting Hiring Managers on developing effective job descriptions and utilizing the internal systems (i.e. creating requisitions, or understanding internal processes)
- Consulting on Integrated People Plan, as needed; sourcing for external planning discussions (with an understanding of the succession plan)
- Managing various types of recruitment activities (including but not limited to - graduate program, lateral hire, executive hire, fixed term employment, contractors etc.)
- Drafting strategic plan based on business case, needs assessment, market conditions, etc.
- Executing plan annually with support from local Human Resources Directors (HRDs), SBPs, COEs, and Global Business Support Team (GBS)
- Keeping current with D & I trends and benchmark D & I initiatives with other companies.

**Functional Competencies**:

- Ensures Talent - Where and When We Need It - Designs and leverages integrated people strategies based on a holistic understanding of our diverse workforce; enabling the attraction, development, and retention of top talent.
- Facilitates Change to Fulfil Vision - Anticipates and facilitates the identification of key business changes and the implementation of those changes to achieve the desired end state as a business.
- Enables Peak Organizational Performance - Identifies the business need and shapes organizational solutions that drive sustainable outcomes.
- Applies Business Acumen - Applies an understanding of the business by providing counsel around key business strategies that drive sustainable growth.
- 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 constituents through proactive solution development, delivery against commitments, and honest, transparent communication.
- Proficiency in Core HR Areas: HR Planning & forecasting, Talent acquisition and development
- Proficiency in consulting, coaching, strategic solution development, design and influencing skills.
- Technical Skills - Ability to utilize PPT, Excel, Word to report, present and articulate various Talent Acquisition metrics, ideas and strategies

**Growth Behaviors**:

- GROWTH MINDSET: Demonstrates curiosity. Welcomes failure as a learning opportunity.
- SMART RISK: Makes bold decisions/recommendations.
- EXTERNALLY FOCUSED: Understands the upstream and downstream implications of his/her work. Tracks and shares external trends, best practices or ideas.
- PERFORMANCE DRIVEN AND ACCOUNTABLE: Has high performance standards. Outperforms her/his peers.
- FAST/AGILE: Removes barriers to move faster. Experiments and adapts. Thrives under pressure and fast pace.
- EMPOWERED: Brings solutions instead of problems. Challenges the status quo. Has the courage to take an unpopular stand.

**Core Competency**:
Interpersonal
- Inclusive
- Collaborator
- Owner
- Inspire others
- Growth mindset

Personal
- Intellectually curious
- Innovative
- Develop Self and Others
- Business Acumen
- Solid business judgment
- Ability to deal with complex, ambiguous and challenging situations

**Education Requirements**:
Bachelor’s Degree or equivalent work experience.

**Related Work Experience**:

- Minimum of 7-10 years’ experience with a minimum of 5 years direct Talent Acquisition experienc