Senior Director, HR Policy and Compliance

Coca-Cola•Atlanta, GA

5d•Onsite

About The Position

The Senior Director, HR Policy and Compliance owns the Company’s HR policy framework, employment compliance approach, and governance for workforce structure changes. The role simplifies and modernizes HR policies so they are legally sound, practical, easy to understand, and accessible through self-service and technology-enabled channels. Working closely with Legal, Employee Relations, Labor Relations, HR Business Partners, People Services, and business leaders, the role translates employment law requirements into clear policies, decision frameworks, controls, and guidance that protect the Company while enabling timely business decisions. This role reports to the SVP, People and Culture for Corporate Functions and works with senior leaders across People and Culture and other functions.

Requirements

Bachelor's degree in Human Resources or Law or related field required.
10+ years of prior relevant experience in HR Policy Compliance and Governance for a large-scale organization required.
Expertise in business consultation with a proven track record of developing solutions for complex scenarios required.
Ability to execute a strong level of confidentiality.
Expertise in talent acquisition, employee and labor relations, and communications.
Knowledge of total rewards, succession planning, and organizational capability & development.
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.

Responsibilities

Define and maintain the enterprise HR policy framework, including standards and decision rights for policy creation, review, approval, implementation, exception management, and retirement.
Lead the simplification, modernization, and rationalization of HR policies to improve clarity, usability, consistency, and employee and manager understanding.
Ensure policies support the Company’s business strategy, culture, workforce priorities, and People and Culture operating model.
Establish an ongoing review cycle (with key CoE partners) so policies remain current, coherent, and aligned with changes in law, workforce practices, and business needs.
Work with other functions (finance, PACS, legal etc) on policies that may impact the associate experience to bring an P&C lens to their policy development.
Serve as the People and Culture subject-matter leader for employment compliance and employment-law-related policy matters.
Work with the Legal Function and local HR teams to monitor relevant legal and regulatory developments, assess implications for the Company, and translate requirements into practical policies, controls, processes, and guidance.
Partner closely with Legal to ensure HR policies and workforce practices appropriately manage legal and regulatory risk.
Advise senior HR and business stakeholders on complex policy interpretation, workforce governance, compliance concerns, and emerging employment practices.
Design compliance approaches that provide appropriate control and auditability without creating unnecessary complexity or administrative burden.
Own the governance and committee framework for organizational restructures, reductions in force, and other significant workforce actions.
Define required reviews, approvals, decision criteria, documentation, controls, and escalation pathways for workforce changes.
Partner with HR Business Partners, Employee Relations, Labor Relations, Legal, Finance, Total Rewards, and business leaders to enable consistent, fair, compliant, and efficient workforce decisions.
Provide employment law expertise and governance guidance for complex or high-risk restructures while preserving execution accountability with the appropriate business and HR leaders.
Continuously improve restructure governance based on legal developments, business experience, risk patterns, and stakeholder feedback.
Shape the future of HR policy experience by leveraging AI and digital capabilities to simplify access, interpretation, and application across the organization.
Make HR policies easy to find, understand, interpret, and apply for employees, managers, HR, and People Services.
Define the business requirements and governance needed to support simple, consistent, and scalable policy access and interpretation.
Partner with People Services and digital teams to improve the policy experience, supporting channels, and related workflows.
Use employee and manager feedback, case trends, and service data to identify policy gaps, ambiguity, and opportunities for simplification.
Partner with Employee and Labor Relations leaders so policy and governance decisions reflect case experience, workforce risk, and emerging trends without duplicating ownership of investigations, ER strategy, or Labor Relations strategy.
Partner with People Services to establish reliable policy administration, knowledge management, operational controls, and escalation pathways.
Define policy and compliance measures, reporting, review routines, and audit-readiness requirements in partnership with relevant control functions.
Build HR and leader capability to understand and apply policy, governance, and compliance expectations consistently.
Lead complex cross-functional policy and governance initiatives and influence senior stakeholders through clear legal reasoning, practical judgment, and credible recommendations.