Senior Director, Capabilities

The Coca-Cola Company • Atlanta, GA

3d • $186,000 - $226,500

About The Position

The Senior Director, Capabilities leads The Coca-Cola Company’s enterprise capability agenda: the capabilities associates need to deliver the company’s growth ambition. The current priorities are End-to-End Execution Excellence and Change Management. Reporting to the Vice President, People Intelligence, Planning and Capabilities, the role directly manages a team of two Senior Directors and has indirect responsibility for project team members across global P&C and other functions. It is a player-coach position that sets enterprise capability standards and governance, co-leads high-priority capability builds, and develops the team and practitioner network to deliver consistently at scale across the Company and the System.

The role sets strategic direction, outcomes, roadmaps, governance, and resource models for a portfolio of priority capabilities. It leads each capability through a multi-year lifecycle, from defining standards and mobilizing global capability building to measuring adoption and impact, establishing a long-term operating model, and redirecting resources as business needs evolve. The Senior Director partners with global P&C, business, Operating Unit and functional HR leaders, enterprise sponsors, and the Digital Capability and Workforce Modernization leader to align priorities, investments, resources, and measures.

The position is based in Atlanta, United States, with 0%–25% travel and relocation provided. The stated U.S. base pay range is $186,000–$226,500. Annual and long-term incentive reference values are 50% and 20%, respectively. The company does not offer employment-status sponsorship for this position; applicants must already be authorized to work full-time in the United States without requiring company sponsorship.

Requirements

• Bachelor’s degree in Human Resources, Business, Organizational Psychology, Organizational Development, or a related field, or equivalent relevant experience.
• Typically 10 or more years of progressively responsible experience in capability building, talent and development, organization transformation, execution excellence, change, or a related field, including enterprise or global scope.
• Demonstrated experience setting enterprise capability strategy and standards and leading complex, multi-year initiatives across functions, geographies, and stakeholder groups.
• Track record of building organizational capability through applied work, including live priorities, leader practice, and embedded routines, and scaling it through a team and wider practitioner network.
• Experience leading and developing senior talent at Senior Director and Director levels.
• Experience mobilizing delivery across a matrixed, global, or federated organization without relying on direct authority.
• Enterprise-minded and commercially grounded, connecting capability building to growth, execution speed, and measurable business outcomes.
• Ability to operate in ambiguity, frame complex problems, set enterprise standards, make choices, and redirect investment as evidence and business needs evolve.
• Collaborative and influential across functions, geographies, and levels, including with senior business and HR stakeholders and the Digital organization.
• Strong executive communication, facilitation, decision support, vendor management, and change mobilization capabilities.
• Deep capability and talent expertise with a product mindset focused on priority populations, value, adoption, and continuous improvement.
• Inclusive leadership, sound judgment, learning agility, and a bias for practical action.
• Must be currently authorized to work in the United States full-time and must not require The Coca-Cola Company’s sponsorship to continue to work legally in the United States.

Nice To Haves

• Advanced degree preferred.

Responsibilities

• Lead the enterprise capability portfolio, setting strategic direction, outcomes, roadmaps, governance, and resource models for priority capabilities.
• Collect feedback and data from HR, business, and capability leads to assess capability adoption and future needs.
• Lead capabilities through a multi-year lifecycle: define standards, mobilize global capability building, monitor adoption and impact, establish the long-term operating model, and redeploy resources as needs evolve.
• Define standards and expectations for priority capability areas; assess current capability levels and identify investment opportunities.
• Develop and implement a three-year global roadmap and actionable capability development plan.
• Define measures of capability growth, adoption, and business impact; track progress against a baseline and redirect investment toward roles, functions, and markets with the greatest business impact.
• Evaluate whether capabilities are applied in work and sustained over time, and remove barriers to adoption.
• Establish and lead cross-functional enterprise teams to build each capability.
• Partner with the Digital Capability and Workforce Modernization leader to align capability builds with digital and workforce modernization needs, roadmaps, resources, and measures.
• Build alignment with global P&C leadership, Operating Unit and functional HR leaders, senior business sponsors, and enterprise governance forums on standards, investment priorities, decision rights, and outcomes.
• Navigate competing enterprise, business, geographic, and functional needs; surface tradeoffs and secure timely decisions while maintaining enterprise standards and allowing valuable local adaptation.
• Govern enterprise capability resources based in Operating Units, aligning OU-specific agendas with enterprise plans and deploying resources to enterprise priorities as needed.
• Lead and develop a team of two Senior Directors, set clear accountabilities, and deploy talent flexibly across the portfolio.
• Personally co-lead a critical enterprise capability build while overseeing the broader portfolio.
• Build capability-building, enterprise standard-setting, stakeholder-management, and mobilization skills across the team and practitioner network.
• Manage programs, external partners, budgets, and resources spanning functions, Operating Units, and the System.

Benefits

• A full range of medical, financial, and/or other benefits, dependent on the position.
• Relocation provided.
• Annual incentive reference value of 50%.
• Long-term incentive reference value of 20%.

What This Job Offers

• Job Type: Full-time
• Career Level: Senior