Senior Director, Talent & Development - Succession

The Coca-Cola Company•Atlanta, GA

8d•$170,000 - $193,000

About The Position

The Senior Director I, Talent and Development - Succession translates enterprise succession strategy into practical operating mechanisms and leads priority succession work from design through mobilization and improvement. The role designs how succession strategies are executed across global HR teams, talent resources, and business leaders, and may lead a variety of initiatives depending on enterprise priorities. Reporting to the VP, Talent and Development - Succession, this position leads complex cross-functional work across People & Culture and the business, helping ensure succession approaches remain effective, scalable, and aligned to business needs. The role leads succession practice design and mobilization, executive talent review approaches, priority succession initiatives, and cross-functional project and program work. It establishes methods, governance, workflows, tools, data requirements, and guidance; helps leaders make informed executive talent decisions; and coordinates follow-through such as development, mobility, assessment, internal selection, or external pipeline actions. The position also recommends improvements and provides leadership with advice on strategic choices, risks, resources, and tradeoffs. The ideal candidate is enterprise-minded and pragmatic, comfortable working through ambiguity and complex stakeholder environments, trusted with confidential executive talent information, and able to combine succession expertise with product, process, governance, data, and change leadership. The position is based in the United States, with Atlanta listed as a city, and requires 0%–25% travel. Relocation is provided.

Requirements

Bachelor’s degree in Human Resources, Business, Organizational Psychology, or a related field, or equivalent relevant experience.
Typically 10 or more years of relevant experience in succession, talent management, executive talent, leadership development, executive recruiting, product or process design, or a related field.
Ability to translate succession strategy into a scalable practice.
Ability to work through ambiguity, shared ownership, and complex stakeholder environments while maintaining momentum and quality.
Trusted and discreet in handling executive talent information and high-stakes decisions.
Strong succession expertise combined with product, process, governance, data, and change leadership.
Clear communication with senior stakeholders and a collaborative, fact-based approach to resolving tradeoffs.
Verify identity and eligibility to work in the United States and complete Form I-9 upon hire.

Nice To Haves

Advanced degree.

Responsibilities

Translate succession strategy into clear methods, decision rights, governance, workflows, tools, data requirements, and guidance.
Lead priority succession initiatives from problem definition and design through testing, mobilization, adoption, measurement, and continuous improvement.
Design how succession work is executed across the Succession team, HR Business Partners, T&D resources, People Services, People Intelligence, Leadership Development, Executive Recruiting, and business leaders.
Ensure initiatives work together as a coherent succession practice rather than as disconnected processes.
Identify opportunities to simplify, automate, or redesign succession work and improve the quality and speed of talent decisions.
Design approaches for high-quality executive talent decisions, including decision criteria, insights, governance, preparation, and follow-through.
Ensure leaders have trusted, relevant, decision-ready information about succession depth, readiness, risk, and talent options.
Translate executive talent decisions into coordinated development, mobility, assessment, internal selection, or external pipeline actions.
Monitor the quality and effectiveness of decision forums and recommend improvements based on outcomes and stakeholder feedback.
Lead major projects or areas of work based on enterprise succession priorities and emerging business needs.
Establish objectives, scope, roadmaps, stakeholder models, measures, and governance for assigned initiatives.
Recommend strategic choices, risks, resource needs, and changes required to strengthen succession outcomes.
Shift across succession priorities as needs evolve, bringing structure and momentum to complex or ambiguous work.
Assemble and lead cross-functional teams based on the expertise required for each succession priority.
Build alignment among senior HR and business stakeholders on objectives, design choices, roles, decision rights, and expected outcomes.
Manage dependencies, risks, vendors, resources, and competing stakeholder needs across assigned work.
Provide direction and coaching to project contributors while remaining close enough to the work to ensure quality.
Elevate enterprise-level choices and unresolved tradeoffs to the VP with clear recommendations.