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INFORMATION PACK

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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

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

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?

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:

“WearedelightedtobeoneofthefewcompaniestobeofficiallyrecognisedasaleadingemployerintheUK.We’vecreatedaculturethatsupportswork-lifebalanceandemployeedevelopmentisamajorfocusatMolsonCoors.Weworkhardtoprovideanenvironmentwherethebesttalentcanbesuccessful,developandgrow.”

Eleanor Nickerson, Manager of UK Operations for Top Employers Institute said:

“In2013we’veseentrendsofthelastcoupleofyearsstartingtocometofruitionwithmanyTopEmployersstartingtoreaptheresultsfromthecoaching,mentoring,andapprenticeshipprogrammesthey’veimplemented.”

To learn more about the Top Employers Institute and the Top Employers certification visit:

www.top-employers.com.

WHAT OUR EMPLOYEES SAY ABOUT US

Things are always changing in the beer business so there are always interesting challenges and you never get bored ¦ People like to enjoy work and have a bit of fun whilst still delivering on the job ¦ I am accountable for the big decisions that I make every day ¦ If you exhibit the right attitudes and behaviours then you are rewarded and are presented with great opportunities ¦ The team is so friendly and 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 team all with one clear goal in mind ¦ I am so proud to 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 care and support their 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...

Excelling

Passion

Integrity & Respect

Creativity

Quality

Our values

You’re secondsfrom 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

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 MG&A• Commitment to innovation

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MOLSON COORS WORLDWIDE30 Breweries19,000 EmployeesOperations in more than 50 countries

Molson Coors CanadaBrewing Capacity: 11.5 Million hL Annually5,000 employees

CORE MARKET STRENGTHS AND EMERGING GLOBAL PRESENCE. . .

MillerCoorsBrewing Capacity: 103.7 Million hL Annually8,000 employees

Molson Coors (UK)Brewing Capacity: 14.6 Million hL Annually1,900 employees

Molson Coors (Europe)Brewing Capacity: 13 Million hL Annually4,500 employees 1. Czech Republic 2. Hungary 3. Croatia 4. Romania 5. Serbia 6. Montenegro 7. Bulgaria

• 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!

Breweries1 Burton-on-Trent2 Tadcaster3 Alton4 Sharp’s5 Franciscan Well

Offices1 Burton-on-Trent (UK HQ)6 Leeds7 Livingston8 Cardiff9 Belfast

10 Dublin (Ireland HQ)

Depots and Distribution Centres1 Burton-on-Trent

11 Maryport (North West)12 Preston13 Hartlepool14 Consett15 Sheffield

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OUR UK & IRELAND

OPERATIONS...

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.

2002Coors 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.

2009BitterSweet Partnership launches

to change the image of beer among women.

2009Molson Coors (UK) signs deal to distribute Singha beer

in the UK and launches Cobra Beer Partnership,

following a Joint Venture with Cobra Beer.

2010Molson Coors (UK) launch the William Worthington’s

brewery to celebrate the legacy of the Worthington

name in the home of British brewing.

2011Molson Coors (UK) acquire Sharp's

Brewery including Doom Bar the

UK's most exciting cask beer brand.

2012Molson Coors (UK) acquire Starbev

and its 9 breweries across central

and eastern Europe

2014Substantial investment planned in

the beer processing areas2013

Burton Brewery receives an investment of £33M

for the construction of its very own energy centre

and state-of-the-art bottling line

1997Reef – the most ‘fruity’ and ‘juicy’

flavoured alcoholic beverage in the

market containing nearly 50% juice.

1995C2: UKs first mid strength 2% lager.

A decade of development to deliver

a beer for all occasions.

1995Hoopers 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...

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 & IRELANDSTRATEGIC BRANDS

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.

ENVIRONMENTCARBON – 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 to reduce this to 3 by 2020

OUR CORPORATE RESPONSIBILITY

Employeevolunteering 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-offsWhizz-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 CORPORATERESPONSIBILITY COMMUNITY

How we selectOur 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 FactorsOur 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.

LeadershipCapabilityDemonstrates leadership maturity, self-awareness, confidence and courage in adapting to the local, regional, and global needs of the business.

TalentManagementInspires, engages and develops others to attain business and personal goals.

CriticalThinkingChallenges the expected by providing a strategic perspective, taking smart risks and using business acumen to make sound decisions.

DeliversResultsTakes total accountability for achieving exceptional business results with a sense of urgency.

TeamworkandRelationshipsBuilds an enterprise-wide mindset, thinks “team first” and improves ways of working by linking people, ideas and resources.

Recruitment Manager InterviewIndepthtelephoneorface-to-faceinterview

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.

VideointerviewIf 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-faceinterview

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 CentresWe 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:

RolePlayexercisesThrough 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

CaseStudies/PresentationsIt 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.

GroupexerciseFor 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 toolsRegardless 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.

PersonalityQuestionnairesThese 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.

PracticalTestsIf 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 dayWe 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.

DressCodeOur 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.

InterviewsheldatourBrewery/MaltingsSitesIf 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.

ParkingatsitesAll 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.

MaterialforyourinterviewIf you are being asked to give a presentation please bring them on a memory stick if possible.

IdentitydocumentationWe 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 TipsThere 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…

SituationWhat was the background to the situation, how did it arise, who else was involved?

TaskWhat was your task in this situation? What was your role in this, what did you need to achieve, what were your goals?

ActionsThis 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?

ResultsWhat was the outcome? How successful was it?

Whatdidyoulearn?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”.

ResearchKnow 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.

QuestionusFeel free to ask us any questions on the day around the role or Molson Coors (UK).

Your OfferIf 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.

CandidateSurveyTo 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

Company BenefitsMolson Coors (UK) provides a flexible benefit scheme to help you choose the benefits that suit you.Core BenefitsPension Scheme – a defined contribution pension scheme. Employees can make pension contributions directly from salary through salary sacrifice. Employees can contribute 3%-100% of base pay, and the company will match their contributions up to a maximum of 8%.

Product Allowance – employees receive a quarterly allocation of points that may be exchanged for stock in our staff shop. Flexibility to sell all or half product allowance under the flexible benefit scheme.Molson Coors Incentive Plan (MCIP) – the plan has 2 elements which consist of a personal incentive opportunity and a company profit element which varies year on year to reflect business goals. Paid annually.Private Healthcare – BUPA healthcare is provided for all Molson Coors employees, with the opportunity to sell or upgrade your cover as part of the flexible benefits scheme.Company Cars – are available for senior management, and where there is a role based business need for all other grades.Justdrive (Salary Sacrifice for Cars) – If you are not eligible for a company car we also offer the opportunity to lease a fully insured, serviced and maintained brand new car through the company salary sacrifice cars scheme. The scheme enables you to make tax and National Insurance savings, and access to the company’s manufacturer discounts. 12 months service required.

Other Flexible benefitsEmployees can buy and sell up to 5 days holiday of their annual entitlement (only available in line with the flex enrolment cycle) with line manager approval.There is also the opportunity to increase the level of private healthcare cover and to buy dental cover for employees and their family at excellent corporate rates.Opportunity to buy health screening at excellent corporate rates.Other BenefitsAccess to Deals on Draught – funded by the company this is an opportunity to access retail and local discounts and special offers on a huge range of products and services.Opportunity to purchase childcare vouchers through your salary through Computershare, which is arranged via salary sacrifice and therefore not subject to NI contributions.

* Holidays – 31 days annual holiday (required to work bank holidays excluding 3 days at Xmas and New Year).*Pro rata for shift workers.

137 High Street Burton-on-Trent DE14 1JZ

01283 882914

Visit our website at www.molsoncoors.comcareers@molsoncoors.com

CONTACT DETAILS

COME AND JOIN US!!