Candidate Information Pack 2014 - Molson Coors

1. M
ols
o
n
C o o r s B r e w i n g C o m p a n y
CANDIDATE
INFORMATION PACK

2. 3188-11
2250-2
Contents
• Our Values & Our Brew
• Where Are We Going?
• Molson Coors (UK) - Top Employer
• What Our Employees Say About Us
• Overview of Molson Coors
• Our Global Brand Portfolio
Strategy
• Core Market Strengths
Emerging Presence
• Molson Coors (UK)
• Our UK Ireland Operations
• Our History In the UK
• Our UK Ireland Strategic Brands
• Our Corporate Responsibility
• Our Corporate Responsibility
Community
• Our Recruitment Process
• Company Benefits
• Come Join Us

3. At Molson Coors we are united by our goals, vision and
approach to our working together – we call this “Our Brew”.
In breweries and offices around the world, we are all
focused on delivering exceptional results and creating
extraordinary brands that delight the world’s beer drinkers.
We intend to win the right way, take smart risks, be
decisive, and take personal accountability for delivering
results while putting the team first.
Our EPICQ values and shared sense of purpose are core to
our culture and to the achievement of our ambitions.
OUR BREW...
OUR VALUES AND

4. 1. Drive financial strength and build
revenue in order to invest back into
the brands
2. Break through innovation and
commercial excellence of the brands
3. Continue to build highly talented and
diverse teams, inspired to deliver
results through brilliant execution
4. Focus on corporate responsibility,
alcohol responsibility, community
involvement and environmental impact
As a business we have big, hairy,
audacious goals (BHAGS)
WHAT CAN YOU DO
TO GET US THERE?
WHERE ARE WE GOING?

5. MOLSON COORS (UK) - Top Employer
We are proud to announce that Molson Coors (UK) has been awarded
the exclusive Top Employers United Kingdom 2014 certification for its
exceptional employee offerings.
The annual international research undertaken by the Top Employers Institute recognises leading employers around the world, awarding
those that provide excellent employee conditions, nurture and develop talent throughout all levels of the organisation and which strive to
continuously optimise employment practices.
Crucial to the Top Employers process is that participating companies complete a stringent research process and meet the required high
standard in order to achieve the certification. During this process the Top Employers Institute assessed Molson Coors as having a rich
package of benefits supported by good working conditions, training and development, career development and culture management.
To further reinforce the integrity of the process, all answers are independently audited.
Katie Pearce, Head of HR Facilities, commented:
“We are delighted to be one of the few companies to be officially recognised as a leading employer in the UK. We’ve created a culture that
supports work-life balance and employee development is a major focus at Molson Coors. We work hard to provide an environment where
the best talent can be successful, develop and grow.”
Eleanor Nickerson, Manager of UK Operations for Top Employers Institute said:
“In 2013 we’ve seen trends of the last couple of years starting to come to fruition with many Top Employers starting to reap the results
from the coaching, mentoring, and apprenticeship programmes they’ve implemented.”
To learn more about the Top Employers Institute and the Top Employers certification visit:
www.top-employers.com.

6. WHAT OUR EMPLOYEES SAY ABOUT US
Things are always changing in the beer business so there are always interesting challengesand you never get bored ¦ People like to enjoy work
and have a bit of funwhilst still deliveringon the job ¦ I am accountablefor the big decisions that I make every day ¦ If you exhibit the right attitudes
and behaviours then you are rewardedand are presented with great opportunities ¦ The team is so friendlyand helpful ¦ Beer is such
an exciting category and we have an awesome portfolio of brands ¦ Everyone is really friendly and supportive ¦ Our people and brands
are great ¦ The business is geared towards opening up different opportunities and they really care about your professional development ¦
I have the ability to influence the future direction of the company and at the same time have the opportunities to develop my career ¦ It’s more than
just a job; it’s about team effort to achieve a shared goal in a fun, rewarding way ¦ I love working at Molson Coors because… well, quite simply because of the people that
I work alongside on a day to day basis. In every role, we face challenges, a changing agenda, a competitive market and demanding targets – that’s just part of the job. What makes
this the best place to work is that we face these challenges together, as a team, supporting each other ¦ I am heard and my ideas and opinions matter ¦ There is so much
innovation and creativity ¦ There is so much room for growth and opportunities for me to reach my own career goals ¦ I learn
something new every day ¦ It’s an awesome place to work; we are one teamall with one clear goalin mind ¦ I am so proudto say I am a part of something
so incredible ¦ Coming to work every day is easy an because it’s not like coming to work at all; it’s like coming to see your extended family ¦ The personal
development; I have been given all training and skills needed to do my job ¦ I love working at Molson Coors because it is one of the fastest moving and exciting businesses I
have had the opportunity to work in. The UK market place is extremely demanding and consequently in order to succeed as a business the team and I get involved in an enormous amount
of change programs as well as managing the day-to-day. I am proud of the products we produce and thoroughly enjoy working as part of the Molson Coors team to deliver great results ¦ I
can do big things that make a real difference ¦ It’s got high global ambitions, great people and of course very enjoyable products! What’s not to love?
Seriously, I have been here just three months and have been made to feel very welcome very quickly. I’ve been given some stretching goals and the support to achieve
them ¦ I get the chance to improve the drinking experiences of our European consumers by creating delightful products for them to buy ¦ We have a portfolio of
great brands and the experience I have gained working for a global business has been the key to progressing my career here ¦ Everyone makes you so
welcome when you start ¦ We have great products and passionate people that sell them | It is a place where your views are heard and
you can influence the future ¦ I work in a team that work closely together to achieve shared aims ¦ They careand supporttheir people
| It supports me in achieving a great work life balance | We have the best beer brands in the industry, the most capable people and we put customers at the heart of everything
we do... This is my kind of company! | We have fantastic brands, passionate people, we work hard, but we have some fun along the way! | It’s about developing great
people and building great brands | Everyday day is different, new challenges and opportunities arise which makes the job really exciting. There are great
opportunities to build a career within the company and to meet and experience the all of the people and functions which make us successful. To be part of a company with
market leading brands and continually innovating to bring new products to market is fantastic.
When we asked the question
“Why do you love working for Molson Coors?”
this is what our employees said...

7. Excelling
Passion
Integrity Respect
Creativity
Quality
Our values
You’re
seconds
from
refreshment.
AN OVERVIEW OF MOLSON COORS
Embodies more
than 350 years of
pioneering spirit and
family brewing heritage
with Molson and Coors
families retaining
significant ownership
in the business
Successful history
of innovation and
growing brands
while maintaining
commitment to
“doing business the
right way”
Leading global
brewer with 19,000
employees*,
30 breweries*, and
operations in more
than 50 countries
Strong presence and
brand momentum in three of
the world’s largest markets
– Growth profile in the U.S. through
MillerCoors (JV with SABMiller)
– A leading brewer in Canada
via Molson
– Top tier brewer in U.K. Ireland
through Molson Coors (UK)
Focusing on global
growth and acquistion
opportunities Molson
Coors buy the
Staropramen maker
Starbev and its nine
breweries across central
and eastern Europe
for £2.2bn.
Diverse portfolio of
more than 65 strategic
and partner brands,
including signature
brands Carling,
Coors, Coors Light and
Molson Canadian

8. PORTFOLIO AND STRATEGYOUR GLOBAL BRAND
• Proven brand builder with a portfolio weighted toward
growing beer segments• Investments focused on brand growth• Increase volume
• Stronger net pricing
• Market share gains
• Purchase of StarBev will expand brands including Carling,
Miller Lite and Coors into new markets and the hands of
beers drinkers in central and eastern Europe including the
Czech Republic, Serbia, Romania, Bulgaria, Hungary and
Montenegro
• “Rocky Mountain Cold Refreshment” positioning is a key
differentiator in establishing Coors Light in global markets
• Molson Coors is a brand-builder with a successful track record
of acquistions and partnerships across the world, investing
approximately $1.7 billion annually in MGA
• Commitment to innovation
®

9. 76
5
43
2
1
MOLSON COORS WORLDWIDE
30 Breweries
19,000 Employees
Operations in more than 50 countries
Molson Coors Canada
Brewing Capacity: 11.5 Million hL Annually
5,000 employees
CORE MARKET STRENGTHS AND
EMERGING GLOBAL PRESENCE...
MillerCoors
Brewing Capacity: 103.7 Million hL Annually
8,000 employees
Molson Coors (UK)
Brewing Capacity: 14.6 Million hL Annually
1,900 employees
Molson Coors (Europe)
Brewing Capacity: 13 Million hL Annually
4,500 employees
1. Czech Republic
2. Hungary
3. Croatia
4. Romania
5. Serbia
6. Montenegro
7. Bulgaria

10. • We employ 1900 people in the UK.
• With a tailored portfolio of brands we consistently delight our
customers.Our portfolio includes the No.1 UK brand Carling and sub-
brands Carling British Cider and Carling Coolers.
• Molson Coors is a brand-builder with a successful track record of
acquisitions and partnerships across the world.
- Our joint ventures in the UK include the Cobra Beer Partnership Ltd.
and the Modelo brands including Corona. We also boast the UK’s most
exciting cask beer brand Doom Bar through the acquisition of Sharp’s
Brewery Ltd.
• We are the UK’s largest brewer with 4 breweries strategically located
throughout the UK, each with a rich history.
- The brewery in Burton-on-Trent is the UK’s largest.
Molson Coors (UK)
1.2 BILLION PINTS
OF BEER LEFT THE
BURTON BREWERY
GATE LAST YEAR!

11. Breweries
1 Burton-on-Trent
2 Tadcaster
3 Alton
4 Sharp’s
5 Franciscan Well
Offices
1 Burton-on-Trent (UK HQ)
6 Leeds
7 Livingston
8 Cardiff
9 Belfast
10 Dublin (Ireland HQ)
Depots and Distribution Centres
1 Burton-on-Trent
11 Maryport (North West)
12 Preston
13 Hartlepool
14 Consett
15 Sheffield
13
10
11
4
2
15
3
14
12
7
8
5
9
6
1
OUR UK IRELAND
OPERATIONS...

12. 1777William Bass starts his own brewing
business in Burton Upon Trent.
2003Carling becomes first and only UK beer to
achieve sales of 5 million UK Barrels per year.
That’s over 1.4 billion pints per year.
20042004 Screamers deliver the
first ready mixed flavour shot
at 20% abv.
2005Coors and Molson merge to create
Molson Coors –the world’s fifth
largest brewery.
2002
Coors acquires the England Wales based business of Bass
Brewers from Interbrew and creates Coors Brewers Limited.
Latterly Molson join the family and Molson Coors was born.
2006Coors Fine Light launches
Thermochromic ink on cans which
shows the drinker when it’s ready.
2006Carling accounts for 1 in 4 pints
of lager sold in the On-Trade.
2009
BitterSweet Partnership launches
to change the image of beer
among women.
2009
Molson Coors (UK) signs deal to distribute Singha beer
in the UK and launches Cobra Beer Partnership,
following a Joint Venture with Cobra Beer.
2010
Molson Coors (UK) launch the William Worthington’s
brewery to celebrate the legacy of the Worthington
name in the home of British brewing.
2011
Molson Coors (UK) acquire Sharp's
Brewery including Doom Bar the
UK's most exciting cask beer brand.
2012
Molson Coors (UK) acquire Starbev
and its 9 breweries across central
and eastern Europe
2014
Substantial investment planned in
the beer processing areas
2013
Burton Brewery receives an investment of £33M
for the construction of its very own energy centre
and state-of-the-art bottling line
1997
Reef – the most ‘fruity’ and ‘juicy’
flavoured alcoholic beverage in the
market containing nearly 50% juice.
1995
C2: UKs first mid strength 2% lager.
A decade of development to deliver
a beer for all occasions.
1995
Hoopers Hooch launched in Britain by Bass as
alcoholic lemonade. At its peak, 2.5million
bottles were sold each week in Britain.
1876The Bass Triangle is registered as
Britain’s first trade mark.
1954Carling Black Label
launched in the UK.
1980Bass LA, Tennents LA Barbican lagers
create the low alcohol market in the UK.
1994Caffrey’s Irish Ale – the first
Premium Extra Cold ale.
OUR HISTORY
IN THE UK...

13. Corona 4.5%
A refreshing 4.5% ABV premium packaged lager
that appeals to men and women.
Corona is a top 5 global beer brand2
, always
brewed and bottled at source in Mexico and
exported to more than 150 countries worldwide.
Corona is a brilliant pale golden colour and is
instantly recognisable with its classic stylish
packaging and iconic lime serve.
www.coronaextra.co.uk
Worthington’s 3.6%
Since the first brew in 1744
Worthington’s has been at
the heart of British brewing
representing great quality,
superior smoothness and
ales of character.
Caffrey’s 3.8%
Original Irish
ale, brewed
to be smooth.
A flavoursome,
creamy ale with
a luxurious, silky
texture. Always
serve cold
White Shield 5.6%
Feisty bottle
conditioned IPA,
with an alluring
bronze sparkle and
wonderfully
balanced flavour.
Singha 5%
Is the authentic
Flavours of Thailand,
crafted since 1933
in a family brewery,
now in its 3rd 4th
generations.
www.singhabeer.com
Grolsch 5%
The distinctive style and
authenticity of
the Grolsch Swingtop
is an icon all over
the world and widely
recognised as a symbol
of the unmistakeable
taste of Grolsch.
www.grolsch.co.uk
Doom Bar 4.3%
Its distinctive aroma and
balanced flavour set it
apart from other beers,
taking first time drinkers by
surprise with its moreish
appeal. Doom Bar is now
the no.1 selling cask brand
in the UK.
www.sharpsbrewery.co.uk
Coors Light 4%
The genuine light tasting
beer first brewed in
the Colorado Rockies in
1873. Coors Light is a
global beer brand, one of
the largest light beers in
the world.
www.coorslight.co.uk
Carling 4%
Carling is the UK’s best-selling lager,
a position held for over 3 decades.*
Brewed using only 100% British
barley, Carling has a balanced
flavour of sweetness and bitterness,
delivering a perfectly refreshing pint
from the first sip to the last.
www.carling.com
Blue Moon 5.4%
A North American craft beer brewed with
white wheat, rolled oats and the perfect
combination of coriander, and Valencia and
Navel orange peel to create a refreshing
unfiltered wheat beer with a unique complex
taste and an uncommonly smooth finish.
Blue Moon should always be served with an
orange garnish to bring the natural spice and
subtle flavours of the beer.
www.bluemoonbrewingcompany.com
Cobra 4.8%
An impossibly smooth beer
originally crafted in Bangalore,
with a complex recipe that
includes rice and maize. This
award winning World Beer
has so far won a total of 73
Monde Select gold awards
across the range.
www.cobrabeer.com
Carling British Cider 4.5%.
Award winning cider made
in the heart of cider making
country, Herefordshire. It’s
cold, gold and refreshes
to the core.
www.carling.com/cider
1. AC Nielsen Scantrack Lager w/c 27 Dec 10 On Beer Sep 2010. 2. Impact Data Bank. 3. CGA Data Monitor. 4. Canadean
OUR UK IRELAND
STRATEGIC BRANDS

14. ALCOHOL
EDUCATION – We recognise the need
to address responsible drinking in a
variety of ways.
PRICE – For us, ensuring beer is enjoyed
responsibly, and not bought on the basis of
price, but on the basis of brand, is an
important way to reduce harm.
BRAND BUILDING – We believe that ensuring
beer is a branded and responsibly marketed
product is a key way of reducing harm. We
voluntarily apply the strictest marketing
regulations to our brand building activities.
Our marketing is about the sociable enjoyment
of a quality product.
ENVIRONMENT
CARBON – We are working to minimise
waste and natural energy throughout our
supplychain. We are considered best in class for our
groundbreaking lightweight Grolsch bottle.
By working with our customers we and distribution partners
to improve efficiencies around vehicle use, we are continually
reducing our beer miles (delivery miles).WATER – Without great water we cannot make great beer! We
are committed to protecting the supply of quality water for use
now, and for future generations. We signed the CEO Water
Mandate in 2008 to demonstrate our commitment and have
globally aligned plans to support this. We have set clear
targets globally and locally, and are telling people what
we are doing and how we plan to do it. Across
the UK on average we use 4 pints of water
to brew 1 pint of beer. Our aim is toreduce this to 3 by 2020
OUR CORPORATE RESPONSIBILITY

15. Employee
volunteering partnership
We recognise that our contribution of time
and resource will often have far greater
value to external organisations than money.
Community goodwill, pride and reputation
is enhanced by employee involvement
with local groups.
Our people benefit from team building,
increased moral and a sense of satisfaction
and goodwill. This offers the local community
the chance to benefit from time, skills and
resource from our employees.
Following an employee vote, Whizz-Kidz has been our
chosen corporate charity since 2010. This enables all
employees across the UK to get behind one major cause.
We have raised over £350,000 over the last 3 years by
hosting everything from work placements to fund raising
bake-offs
Whizz-Kidz is a charity providing disabled children and
young people the independence to enjoy an active
childhood – at home, at school and at play. Whizz-Kidz
provides them with vital mobility
equipment which will help to
transform their lives.With training, advice and life skills,
we actually give them something
much more important; the
independence to be themselves.
Corporate charity partnership
OUR CORPORATE
RESPONSIBILITY COMMUNITY

16. How we select
Our recruitment team will manage your application from start to finish,
supporting you throughout the process. We make a hiring decision not
only on someone’s expertise but also on whether they display our values.
Our values are what we live and do business by and what we look for in
all of our people.
We assess candidates based on our ‘Success Factors’. We’ll go into these
next but at every stage they will form the basis of how we measure you
via competency based interviews.
Our assessment process has a range of stages, it will depend on the role
you are being considered for how many stages you will progress through,
your Recruitment Manager will discuss this with you.
In this guide we’ll talk you through how we structure our interviews,
what you should expect, specific information about security at our sites
and some hints and tips to help you prepare.
Our Success Factors
Our 5 Success Factors are the building blocks of your career with Molson
Coors (UK) so we use them to form the basis of our assessment process
in a competency interview format.
No matter what type of assessment format you will progress through
you will be asked questions which are intended to help you speak freely
about your past experiences and allow you to provide relevant evidence
to support your application.
Leadership Capability
Demonstrates leadership maturity, self-awareness, confidence and
courage in adapting to the local, regional, and global needs of the
business.
Talent Management
Inspires, engages and develops others to attain business and personal
goals.
Critical Thinking
Challenges the expected by providing a strategic perspective, taking
smart risks and using business acumen to make sound decisions.
Delivers Results
Takes total accountability for achieving exceptional business results with
a sense of urgency.
Teamwork and Relationships
Builds an enterprise-wide mindset, thinks “team first” and improves
ways of working by linking people, ideas and resources.
Recruitment Manager Interview
In depth telephone or face-to-face interview
Depending on the role the first stage will either be an in-depth telephone
interview or a face-to-face interview with one of our recruitment
managers.
This can last from 30 to 60 minutes for a telephone interview and around
60 minutes for a face-to-face interview. It is designed to establish your
skills and experience to date.
During the interview we will want to talk through your experience and
suitability for the role, what is motivating you to move and why you
would like to join us at Molson Coors (UK).
You may also be asked for specific examples from your work experience
to confirm you have the required skills for the role.
You can also use this as an opportunity to ask any questions about the
role and/or our business.
Your Recruitment Manager will be your guide through our entire process,
their role is to support you as well as Molson Coors (UK) so this is a really
good opportunity to ask about the fundamentals such as remuneration
and benefits. You should expect feedback from the Recruitment Manager
interview within 72 hours.
If you are successful you will be invited to the next stage of the
assessment process, which could take a number of formats, your
Recruitment Manager will always discuss what you will need to prepare
for.
Video interview
If you are applying for a Field Sales role or one of our Industrial
Placements will ask you to take part in a short pre-recorded video
interview. Just like our other interviews this is a competency based
interview that will give us more insight into your skills and experience to
support your application. A video interview will last approximately 10-15
minutes and can be done from the comfort of your own home at a time
that suits you
Hiring Manager Interview
Face-to-face interview
If you haven’t been on site already this is an opportunity for you to
visit the site the role is based at, learn more about our business whilst
we learn more about you. It is also a great opportunity to meet your
potential new manager and get a feel for the team and environment you
may be joining.
This is likely to be a direct meeting with your future manager and either
their peers, current team members or possibly their own manager at the
same time.
Your interviewers will be using the same competency interview
techniques to gather your real life examples against both our Success
Factors and demands of the role.
You will also find this interview will be more technical than your Recruiter
interview as these individuals are the current experts in that field.
We believe that the best way to find out about a candidate’s potential
future performance is to find out about examples of past performance.
You may be asked to prepare a presentation or briefing for your
interviewers on a given topic and these interviews tend to be about an
hour in duration.
However depending on the role we may extend the time or invite you
back for a 3rd stage which may be anything from a couple of hours to a
full day.
Again your Recruitment Manager will advise you up front what format
the interviews will take.
Your Recruitment Manager will liaise with you and the hiring manager
for feedback. Our aim is to let you know the outcome of your interview
within 5 days but if there is going to be any delay the Recruiter will
contact you to advise.
Assessment Centres
We also make hiring decisions via Assessment Centres. They are
especially effective if we have multiple roles or we would like to evaluate
candidates in a group environment. If you are invited to one of our
assessment centres then you may be asked to take part in the following:
Role Play exercises
Through role-play our assessors are able to observe how you are likely to
deal with everyday situations that relate to the role.
PROCESS...
OUR RECRUITMENT

17. Case Studies/Presentations
It is sometimes appropriate for us to assess how you would approach a
particular situation. A task relevant to the role is assigned for completion
within a given timescale.
Group exercise
For some roles, a task will be given to a group of candidates to assess
team working, communication and problem solving skills.
Assessment Centres can be daunting events but the key thing to
remember is we want to get to know the real you so whilst you should do
what you can to prepare you should always be yourself.
Your Recruitment Manager will discuss the format and structure of your
assessment centre well in advance. Please be aware some Assessment
Centres are run over 2 days and residential, if your event is taking this
format we will take care of any accommodation required.
Our other tools
Regardless of the type of interview structure you progress through there
are other tools and techniques we may use at different stages of the
process to give us a little more insight into you, your skills and personality.
Personality Questionnaires
These questionnaires enable us to assess your strengths and
development areas. These are looked at alongside your interview and any
other information we gather during selection.
Practical Tests
If you are applying for a very technical role we may ask you to undergo a
skills test on-site in our live environments. If required we will provide any
safety equipment or tools that need to be used.
Your Recruitment Manager will confirm any additional selection methods
we may be using and will answer any questions you may have on how the
information is used.
On the day
We want you to get the most from your visit so thought it would be
worthwhile to give you some more information on some of the basics.
Dress Code
Our people are professional and hard working but we like to foster a
relaxed culture where we can. Fridays are dress down days at Molson
Coors (UK) so don’t be surprised to find our managers in casual clothes
if you are visiting us then. You are welcome to do the same but please
discuss with your Recruitment Manager before the interview.
Interviews held at our Brewery/Maltings Sites
If your interview is at one of our Brewery/Maltings you will need to
report to the main security office to sign in, which may also include a
site induction for health safety purposes and safety gear may also
be required such as high vis vests, safety boots or ear plugs. We’ll let
you know in advance if this is the case as you may need to come well in
advance of your interview for this to be organised.
Parking at sites
All of our sites provide visitor parking, but spaces can be limited.
If you are driving to your interview speak to us about parking and any
restrictions or alternative spaces.
Material for your interview
If you are being asked to give a presentation please bring them on a
memory stick if possible.
Identity documentation
We will need to collect your identity documentation on your first visit to
site. You’ll receive more information on this with your interview details
but please remember to bring it with you.
Hints and Tips
There are some preparation techniques which some people find useful
before having a competency based interview, one of those is the ‘STAR’
technique which we’ve outlined for you here…
Situation
What was the background to the situation, how did it arise, who else was
involved?
Task
What was your task in this situation? What was your role in this, what did
you need to achieve, what were your goals?
Actions
This is where you tell the interviewer in detail what actions you took in
this situation – what did you do? Why did you decide on that course of
action? How did you do it?
Results
What was the outcome? How successful was it?
What did you learn?
When answering these types of questions:
Try to give quantifiable results if possible: “we raised £200 for charity“.
“My marks improved from 55% to 65%”
You can’t always do this, but it gives a much better impression of your
achievement. If the result was negative, then say what you learned
from the experience and what you would do differently next time. The
examples you give can be from work, study or personal life. Don’t go
into too much background detail - keep to the point! Think of the most
relevant examples, rather than the most “impressive”.
Research
Know who we are! Ensure that you have done your homework on Molson
Coors (UK) and are aware of our brands, our vision and values. Look at
our website and any recent press releases.
Question us
Feel free to ask us any questions on the day around the role or Molson
Coors (UK).
Your Offer
If you are successful and we wish to offer you a role your Recruitment
Manager will discuss the details with you.
We will need to check your identity and Right to Work in the UK. We do
this via a security vetting company and will tell you more about this when
we get to this stage.
We will aim to get your contract to you within 5 days of you verbally
accepting our offer.
Candidate Survey
To help us improve our recruitment process we will be asking you to
complete a survey to obtain your views on your recruitment, welcome
and on-boarding to the company. Your feedback is very important to us.
PROCESS...
OUR RECRUITMENT

18. Company Benefits
Molson Coors (UK) provides a flexible benefit scheme tohelp you choose the benefits that suit you.
Core Benefits
Pension Scheme – a defined contribution pension scheme.Employees can make pension contributions directly from salarythrough salary sacrifice. Employees can contribute 3%-100% ofbase pay, and the company will match their contributions up toa maximum of 8%.
Product Allowance – employees receive a quarterly allocationof points that may be exchanged for stock in our staff shop.Flexibility to sell all or half product allowance under the flexiblebenefit scheme.
Molson Coors Incentive Plan (MCIP) – the plan has 2 elementswhich consist of a personal incentive opportunity and acompany profit element which varies year on year to reflectbusiness goals. Paid annually.
Private Healthcare – BUPA healthcare is provided for allMolson Coors employees, with the opportunity to sell orupgrade your cover as part of the flexible benefits scheme.
Company Cars – are available for senior management, andwhere there is a role based business need for all other grades.
Justdrive (Salary Sacrifice for Cars) – If you are not eligible fora company car we also offer the opportunity to lease a fullyinsured, serviced and maintained brand new car through thecompany salary sacrifice cars scheme. The scheme enablesyou to make tax and National Insurance savings, and accessto the company’s manufacturer discounts. 12 months servicerequired.
Other Flexible benefits
Employees can buy and sell up to 5 days holiday of their annualentitlement (only available in line with the flex enrolmentcycle) with line manager approval.
There is also the opportunity to increase the level of privatehealthcare cover and to buy dental cover for employees andtheir family at excellent corporate rates.
Opportunity to buy health screening at excellent corporaterates.
Other Benefits
Access to Deals on Draught – funded by the company this isan opportunity to access retail and local discounts and specialoffers on a huge range of products and services.
Opportunity to purchase childcare vouchers through yoursalary through Computershare, which is arranged via salarysacrifice and therefore not subject to NI contributions.
* Holidays – 31 days annual holiday (required to workbank holidays excluding 3 days at Xmas and New Year).
*Pro rata for shift workers.

19. 137 High Street
Burton-on-Trent
DE14 1JZ
01283 882914
Visit our website at www.molsoncoors.com
careers@molsoncoors.com
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