Director, Global Mobility Experience

Coca-Cola•Atlanta, GA

About The Position

The Director, Global Mobility Experience sets the enterprise vision, policy, operating model and governance for consistent, inclusive and commercially sustainable mobility experiences across regions, business units and assignment types. The role serves employees, families, business stakeholders and delivery partners. Leading through other leaders, the Director translates business and talent priorities into multi-year strategy, sponsors transformation, advises executives on risks and trade-offs, and holds teams and partners accountable for outcomes. The Director owns enterprise experience strategy, global mobility policy transformation, service and operating-model transformation, strategic partner and commercial governance, mobility talent strategy, insights and risk governance, and organisation and capability leadership. The position leads and develops teams, including contingent workers, and drives cross-functional and enterprise initiatives requiring mobility experience expertise. The role is based in Atlanta, United States, with 0%–25% travel required. Relocation is not provided. The United States pay range is $149,000–$166,000, with an annual incentive reference value of 30%. A separate pay range is listed for Warsaw, Poland: 324,000–403,000 PLN. The company does not offer employment-status sponsorship for this position; applicants must be currently authorized to work in the United States full-time and must not require company sponsorship to continue working legally.

Requirements

Significant progressive experience in global mobility, employee experience, HR delivery, policy, transformation or a related global function.
Track record delivering enterprise strategy, multi-year operating models and measurable outcomes, including global policy or transformation leadership.
Commercial expertise in vendor strategy, sourcing, governance and executive relationships.
Ability to influence senior leaders, challenge constructively and secure decisions in complex, matrixed governance environments.
Strong analytical and financial judgement integrating employee insights, operational evidence, risk and commercial considerations.
Experience leading and developing managers and globally distributed teams.
Must be currently authorized to work in the United States on a full-time basis and must not require The Coca-Cola Company's sponsorship to continue working legally in the United States.

Nice To Haves

Bachelor’s degree or equivalent experience.
Advanced study in HR, business, law, organisational design or a related field.
Experience linking mobility to enterprise talent, workforce or succession strategies.
Experience in global HR technology, service transformation, employee listening and change management.

Responsibilities

Set the employee-lifecycle experience vision, principles and multi-year roadmap aligned with business, People and talent priorities.
Advise senior leaders on investments, service trade-offs and employee impacts, represent mobility experience in governance forums, secure sponsorship, resolve competing priorities and drive adoption.
Sponsor global mobility policy transformation, defining its philosophy, segmentation and decision rights, and approve major changes before governance escalation.
Balance experience, talent, equity, compliance, cost and agility; assess policy effectiveness using employee, market, exception and operational insights; lead policy-launch alignment and change strategy.
Own service channels, tiers, roles, hand-offs and escalations, and sponsor lifecycle redesign to reduce friction and strengthen controls.
Set technology, automation, self-service, knowledge and case-management requirements; prioritise investments by value, impact, risk and capacity; embed changes through readiness, communications, change management and benefit realisation.
Define partner strategy with functional owners across relocation, tax, immigration and technology; lead relevant RFPs and contract negotiations.
Set partner governance, measures and remediation expectations; manage executive relationships and escalated systemic, contractual or reputational issues; drive partner innovation, simplification and measurable value while maintaining quality and controls.
Partner with Global Mobility and Talent Development leaders on mobility strategy supporting attraction, development, deployment, retention and succession.
Advise on experience implications of talent programmes, assignment types, cross-border work models and business transformations.
Define scorecards covering experience, quality, cost, cycle time, policy, risk, vendors and transformation, and use insights to guide enterprise action.
Govern material risks, policy deviations and systemic escalations; delegate case administration and report performance, risks and decisions to executives.
Ensure compliance with company controls, privacy standards, contractual commitments and audit requirements.
Lead and develop the team, including contingent workers; define accountabilities and shape capabilities and resources across teams, shared services and vendors.
Foster customer focus, inclusion, excellence and continuous improvement; sponsor succession, talent development and knowledge resilience.
Lead cross-functional and enterprise initiatives requiring mobility experience expertise.