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Strategic HR Business Partner - Brazil

The Coca-Cola Company

  • Location: Rio de Janeiro, Brazil - BRA
  • Post Date: 1/9/2019
  • Job Type: FULL TIME
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Job ID: R-22760

Position Overview:

Strategic HR Business Partner

Job Description Summary

The Strategic HR Business Partner is responsible for the development and implementation of HR strategies, processes and tools that support the business and its associates in order to create a sustainable and engaged growth organization. He or she provides solutions for the needs of internal clients, aligned with and taking into account the corporate policies of training, development, compensation, etc. and the current legislation. The SBP is also responsible for the leadership and facilitation of the development of culture and key capabilities of the organization so as to help the business achieve its results and sustainable growth with an engaged workforce.

Main duties and responsibilities

• Supports the development of the Business Unit´s People Plan and each area´s People Plan, and ensures alignment with the strategic plans of the organization
• Together with business leaders, monitors these plans and take corrective measures to address issues and ensure results are achieved
• Advises, supports and challenges managers and leaders on their decisions on people and organization such as organizational design, talent acquisition, succession and development, acting with thought leadership and bringing best HR practices and new thinking to the organization
• Support the local delivery and application of global tools, policies and programs and provides timely feedback to Center on effectiveness and value to the business; Partners with Centers of Excellence and Global Business Services to develop policies, programs, and tools to address business needs
• Promotes the understanding, application and improvement of strategies to address talent needs, opportunities and gaps with the support of CoEs
• Compiles and tracks key metrics on people and organization and uses insights to propose improvements and innovation
• Supports change management and communication plans to facilitate major organizational changes
• Understands the organization´s culture and its drivers, and helps to articulate and deliver cultural interventions as part of a cultural transformation process; acts as culture ambassador
• Monitors employees´ engagement and experience and proposes and supports actions to improve them
• Looks for opportunities regarding productivity and efficiency in HR processes, tools and programs always acting with the company´s best interests
• Collaborates with bottlers or other partners on system alignment, talent management, and labor/social responsibility issues
• Together with CoEs and Legal area, is responsible for the compliance with local labor laws and regulations
• Support the development of local regulatory reports as needed as well as others requested by the Company.


• 7 to 10 years of experience in HR with a large global or multinational company (preferably having had a generalist/ business partner role and also experience in specific HR subsystems, mainly talent development, organizational design and culture);
• Portuguese native is preferable
• Advanced English mandatory
• Intermediate Spanish desirable

Core Competencies

• Drive and ambition, growth mindset, embraces change and is motivated by challenges
• Curious - is always learning and challenging him/herself and others, brings new thinking, shares practices, leverages insights
• Inclusive, empathetic, works well in a team setting, provides, seeks and accepts feedback, collaborates, is reliable and trustworthy, develops and inspires others
• Works with an agile mindset, with flexibility, simplicity and risk taking
• Solid influencing skills, listening, excellent communicator and change facilitator; builds sustainable relationships
• Balances Immediate and Long-Term priorities - meets critical objectives while considering the impact of those activities on long term goals. Translates strategic direction into personal actions/plans
• Delivers results - acts with empowerment and empowers others, takes accountability ensuring productive and efficient execution against priorities; sets ambitious yet realistic goals and removes obstacles to ensure high quality results
• Sets a winning example - demonstrates integrity, including placing company´s interests ahead of personal agendas, makes sound decisions and follows-through on them, demonstrates passion for the company and its products

Functional and Technical competencies

• Knowledge of all HR processes, notably talent attraction, development and retention; culture; leadership; organizational design; change management; employee experience and engagement, compensation and rewards
• Business acumen - understands the business strategy, operations and processes in order to better support its people and organization and provide sound advice to business leaders; demonstrates the ability to conduct an in-depth dialogue about key business strategies and drivers and knows how to identify HR implications of business strategies and decisions
• Consulting and coaching skills, structured thinking, analytical capabilities - helps internal clients in people and organization issues through diagnostics, hypotheses and creative thinking. Maps stakeholders, develop relationships, gathers and analyzes data, generates insights, drives conversations, manages expectations, builds consensus, proposes solutions. Ensures clients expectations are met by measuring results
• Project management - develops plans, puts together resources to ensure the implementation on time, scope and budget and monitors progress; manages complex or competing priorities, communicates project issues and progress, ensures adoption and impact
• Employment Law - knowledge of regulatory laws and practices that affect employment
• Measurement and Evaluation - knowledge of measurement and evaluations methodology to monitor the impact of tools, processes or learning interventions on people metrics; understands key people metrics

Function Specific Activities:

Job Requirements:

Years of Experience:

7-10 Years Experience

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 stance.

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