Senior Director, Digital Capability and Workforce Modernization

The Coca-Cola Company • Atlanta, GA

4d • $224,100 - $257,600

About The Position

The Senior Director, Digital Capability and Workforce Modernization owns the Company’s approach to redesigning work for a Human × AI enterprise and building the digital and AI capability employees need to perform that work. The role is accountable for workflow redesign and employee digital and AI capability. Reporting to the Vice President, People Intelligence, Planning, and Capabilities, this hands-on leader partners closely with business, Digital, Finance, and People & Culture leaders.

The role sets the enterprise strategy, methodology, standards, governance, decision rights, and outcome measures for selecting, redesigning, implementing, and sustaining work modernization. It prioritizes opportunities with business, Digital, and Finance partners, advises senior leaders on trade-offs, and ensures technology investments are paired with redesigned ways of working.

The Senior Director leads and contributes directly to priority workflow redesigns, reframing work around outcomes and determining where AI supports people and where human judgment leads, with clear human accountability. The role also surfaces risks involving accountability, privacy, bias, and operational resilience in partnership with risk and governance owners.

In partnership with HR Business Partners, function leaders, People Intelligence, and Finance, the role translates redesigned workflows into role, capacity, capability, and workforce-planning needs; connects these changes to career development and internal mobility; and tracks benefits for the business and employees. It owns the People & Culture approach to building the digital and AI capabilities required by redesigned work, prioritizes development of current employees, embeds capability building into workflows and manager practices, and turns successful redesigns into reusable tools.

The candidate is a commercially astute systems thinker and credible executive advisor who can structure ambiguity, constructively challenge decisions, distinguish practical AI value from novelty, and bring a product mindset to value, adoption, and continuous improvement. The role calls for a resilient, inclusive, high-integrity change leader with learning agility who earns trust and sustains progress beyond launch.

Requirements

• Bachelor’s degree in Human Resources, Organization Development, Organizational Psychology, Business, Engineering, or a related field, or equivalent experience.
• 10+ years in workforce strategy, organization design, workflow redesign, digital transformation, or capability building.
• Experience leading cross-functional transformation from strategy through value realization at enterprise or global scope.
• Proven success redesigning work with business and technology partners and translating it into role, workforce, and capability implications.
• Practical AI fluency, including building capability through hands-on, applied learning.
• Experience influencing senior stakeholders across a global, matrixed organization without direct authority.
• Commercial acumen and systems thinking that connect workflow, workforce, technology, and capability choices to business outcomes.
• Credibility as an executive advisor and facilitator, bringing structure to ambiguity and constructively challenging decisions.
• Pragmatic, current understanding of AI and agentic technologies, including the ability to distinguish practical value from novelty.
• Product mindset focused on value, adoption, and continuous improvement.
• Resilient, inclusive change leadership, high integrity, and learning agility.

Nice To Haves

• An advanced degree is beneficial.

Responsibilities

• Own the enterprise strategy, methodology, standards, and outcome measures for selecting, redesigning, implementing, and sustaining work.
• Prioritize modernization opportunities with business, Digital, and Finance partners, making explicit choices about what is simplified, automated, AI-supported, or kept as is, and adjust priorities as evidence and business needs evolve.
• Establish governance and decision rights so functions modernize to a common standard while adapting execution to local context.
• Advise senior leaders on trade-offs and ensure technology investments are paired with redesigned ways of working.
• Lead and personally contribute to priority workflow redesigns, turning early use cases into a repeatable approach.
• Reframe workflows around outcomes, remove unnecessary steps and handoffs, and determine where AI supports people and where human judgment leads, with clear human accountability.
• Surface risks involving accountability, privacy, bias, and operational resilience in partnership with risk and governance owners.
• Partner with HR Business Partners and function leaders to translate redesigned workflows into role, capacity, and capability needs and integrate them into workforce plans, career development, and internal mobility.
• Partner with People Intelligence and Finance to track the benefits of redesigned work for the business and employees.
• Own the People & Culture approach to building the digital and AI capabilities redesigned work requires, aligned with enterprise capability standards.
• Partner with the Global Digital Network and function teams to define role-relevant capability needs and close gaps, prioritizing development of current employees.
• Embed capability building into workflows and manager practices, and turn successful redesigns into reusable tools that sustain new ways of working.

Benefits

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

What This Job Offers

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