Director, People and Culture

Coca-Cola•Atlanta, GA

4d•Onsite

About The Position

The Director, People & Culture Partner serves as the people strategist primarily for the Global Procurement and Corporate Finance & Strategy teams. The role translates functional strategy into a forward-looking people agenda, and is accountable for shaping and driving talent, leadership, performance, capability and culture outcomes. Working closely with leaders, the role holds end-to-end accountability for the P&C agenda within its portfolio, mobilizing the right expertise across OU HR teams, COEs and People Services to deliver business impact. Additionally, this role will work collaboratively across the Corporate Functions People & Culture team on key people initiatives and may partner with other Corporate Functions to advance shared people and business priorities.

Requirements

Uses data, insights, and evidence to challenge assumptions and influence decisions rather than relying on HR process expertise alone.
Demonstrates strong organizational judgment and understands how operating models, structures, decision rights, workforce design, leadership capability, and culture influence business outcomes.
Simplifies complexity, focuses attention on the few people and organization decisions that matter most, and helps leaders avoid distractions and low-value activity.
Demonstrates courage to challenge business leaders when talent, culture, workforce, or organizational decisions may create long-term risk or hinder performance.
Operates with enterprise mindset, balancing local business needs with broader organizational priorities and long-term workforce health.
Sees talent in context and connects specialist expertise to the business, using work design, assignments, exposure, mobility and projects as deliberate levers to build capability and accelerate development.
Bachelor's degree in Business, Organizational Psychology, Organizational Development, Economics, or a related field, or equivalent relevant experience; advanced degree preferred.
Typically 7+ years of progressive experience in Human Resources, business leadership, organization effectiveness, workforce strategy, talent management, consulting, or a related field.
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 to work legally in the United States.
Change Management
Coaching
Communication
Conflict Resolution
Group Problem Solving
Human Resource Information Systems (HRIS)
Human Resources (HR)
Leadership Training and Development
Onboarding
People Management
Performance Management (PM)
Recruiting
Succession Planning
Talent Acquisition
Waterfall Model
Workforce Planning

Nice To Haves

advanced degree preferred

Responsibilities

Lead and facilitate succession planning for assigned business areas and build pipelines for critical and hard-to-fill talent segments in partnership with Talent teams and business leaders.
Facilitate talent reviews and leadership assessments, bringing direct insight on performance, potential, readiness and leadership behaviours to strengthen talent decisions.
Identify talent and succession risks, define mitigation actions, and provide ongoing feedback to Talent teams on successor readiness, development progress, retention risks and emerging talent needs, especially movement of high potential and successor talent.
Help leaders translate development priorities into meaningful experiences through stretch assignments, expanded scope, projects, mobility and work design.
Partner with function capability teams to deploy the functional capability strategy.
Shape capability-building priorities aligned to enterprise, OU and function plans, bringing business context and insight on capability gaps.
Partner with learning and talent teams on targeted interventions where necessary.
Monitor progress against capability roadmaps and provide proactive feedback for adoption and embedding.
Build and operationalize routines that track impact of capability initiatives (incl. Retrospectives).
Diagnose organizational challenges impacting performance, including structure, roles, interfaces, decision rights, spans, layers and ways of working.
Shape and support organization design and workforce planning activities.
Drive simplification and productivity by identifying organizational friction, removing unnecessary complexity and improving role clarity and decision making.
Bring a forward-looking workforce perspective across capability, productivity, location and future skill requirements.
Partner with leaders and Digital, AI and functional technology teams to identify opportunities to leverage AI and automation.
Support workforce transition and reskilling by assessing the impact of technology adoption and preparing leaders for evolving human–machine operating models.
Bring insight on how technology is reshaping roles, skills, behaviors and work, helping leaders redesign work so AI and automation create capacity for higher-value activity.
Provide feedback on adoption barriers, employee experience and emerging workforce needs.
Serve as trusted advisor to VP and Director-level leaders.
Coach leaders on talent, organization, leadership effectiveness and succession.
Mobilize the broader P&C network to deliver integrated solutions and outcomes.
Use data, business insight and organizational judgment to challenge assumptions and support clear choices and trade-offs.
Focus leadership attention on the people and organization decisions that will have the greatest impact on performance.
Connect insights from employees, teams and the work itself back into broader talent, capability and organization decisions.
Support major transformation initiatives and adoption of new operating models and ways of working.
Lead stakeholder engagement and monitor readiness and change effectiveness.
Connect transformation design to employee/leader experience and feed implementation insight back into transformation teams.