Director, Talent & Development - Leadership

The Coca-Cola Company•Atlanta, GA

7d•Onsite

About The Position

The Director, Talent and Development - Leadership leads offerings and workstreams within the enterprise leadership development portfolio, with an initial emphasis on team and broad-based leadership development. The role turns portfolio strategy into practical, scalable experiences and ensures offerings are mobilized, adopted, measured, and continuously improved rather than simply created or made available. Reporting to the VP, Talent and Development - Leadership and Assessments, the role works across HR and talent teams, People Services, business stakeholders, and external vendors.

Requirements

Bachelor’s degree in Human Resources, Business, Organizational Psychology, Organizational Development, or a related field, or equivalent relevant experience.
Typically 7 or more years of relevant experience in leadership development, team development, coaching, talent management, learning, project management, or a related field.
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 to work legally in the United States.

Nice To Haves

Practical and outcomes-focused, able to convert leadership development strategy into high-quality offerings and experiences.
Collaborative across functions and geographies and comfortable coordinating delivery without direct authority.
Uses data, user feedback, and structured problem solving to improve adoption and effectiveness.
Brings strong vendor, project, and stakeholder management with attention to the leader and team experience.
Balances operational discipline with flexibility as portfolio priorities evolve.

Responsibilities

Lead offerings, projects, or workstreams within the leadership development portfolio, with an initial emphasis on team and broad-based leadership while remaining deployable across portfolio priorities.
Turn portfolio strategy and design direction into practical experiences, tools, resources, implementation plans, and measurement approaches.
Coordinate vendor performance, user experience, access, communications, issue resolution, and service improvements in partnership with People Services and other delivery teams.
Evaluate usage, experience, behavior change, and value to inform decisions to maintain, modify, scale, or retire offerings.
Ensure assigned leadership development offerings are mobilized, adopted, and embedded into leadership practice, not simply launched or made available.
Partner with HR Business Partners and T&D field resources to understand needs, test approaches, enable local use, and clarify ownership for follow-through.
Develop implementation guidance, communications inputs, enablement resources, and adoption plans in partnership with People Services and other functions.
Document delivery roles, handoffs, governance, and support requirements so offerings operate reliably and do not depend on informal relationships.
Coordinate with Succession and Assessments colleagues so leadership offerings reflect recurring readiness themes and relevant assessment insight.
Analyze portfolio data and qualitative feedback, identify gaps or duplication, and prepare recommendations for HR leadership.
Maintain external awareness of leadership and team development practices and contribute ideas to future portfolio choices.