Senior Director, Talent & Development - Succession

Coca-Cola•Atlanta, GA

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 varied initiatives as enterprise priorities evolve. Reporting to the VP, Talent and Development - Succession, this role leads complex cross-functional work across People & Culture and the business, helping ensure succession approaches remain effective, scalable, and aligned with business needs. The role translates succession strategy into methods, decision rights, governance, workflows, tools, data requirements, and guidance. It leads priority succession initiatives from problem definition through design, testing, mobilization, adoption, measurement, and continuous improvement. It also shapes executive talent review approaches and coordinates follow-through on executive talent decisions, including development, mobility, assessment, internal selection, or external pipeline actions. Assignments may span strategy mobilization, governance, talent identification, pipeline development, mobility, decision forums, technology enablement, or other succession priorities. The role establishes objectives, scope, roadmaps, stakeholder models, measures, and governance, and provides leadership recommendations on strategic choices, risks, resource needs, and changes to strengthen succession outcomes. The position is based in Atlanta, United States, with 0%–25% travel and relocation 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, practical operating practice.
Experience working through ambiguity, shared ownership, and complex stakeholder environments while maintaining momentum and quality.
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.
Skills listed: Career Planning, Cross Training (Inactive), Data Analytics, Finance, Microsoft Office, Organizational Design, Organizational Systems, Skill Assessment, Skill Development, Succession Planning, Talent Development, Talent Management, Team Coaching, Transformation Strategy, and Workforce Development Training.
Must verify identity and eligibility to work in the United States and complete Form I-9 upon hire.

Nice To Haves

Advanced degree preferred.

Responsibilities

Translate succession strategy into clear methods, decision rights, governance, workflows, tools, data requirements, and guidance.
Lead 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 disconnected processes.
Identify opportunities to simplify, automate, or redesign succession work and improve the quality and speed of talent decisions.
Design executive talent review approaches, 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 executive decision forums and recommend improvements based on outcomes and stakeholder feedback.
Lead major projects or work areas based on enterprise succession priorities and emerging business needs.
Establish objectives, scope, roadmap, stakeholder model, measures, and governance for assigned initiatives.
Recommend strategic choices, risks, resource needs, and changes to leadership to strengthen succession outcomes.
Shift across changing succession priorities, 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 ensuring work quality.
Elevate enterprise-level choices and unresolved tradeoffs to the VP with clear recommendations.
Handle executive talent information and high-stakes decisions with discretion.