Senior Director, Talent & Development - Performance and Culture

The Coca-Cola Company • Atlanta, GA

1d • $186,000 - $226,500

About The Position

The Senior Director, Performance and Culture leads a portfolio of enterprise Talent and Development priorities critical to the People and Culture Long Range Plan. Initial priorities include redesigning Performance Management and defining the company’s culture and leadership behaviors. The role operates like a product owner: convening cross-functional teams, designing and implementing solutions, monitoring results, and transitioning successful solutions to sustainable operating models before teams move to the next enterprise priority.

Reporting to the Senior Vice President, Talent and Development, the position directly manages four individual contributors and has indirect responsibility for project team members across global People and Culture and other functions. The leader sets portfolio strategy, outcomes, roadmaps, governance, and resource models; makes decisions about scope, investment, technology, vendors, and tradeoffs; and defines measures of adoption, behavior change, user experience, and business impact.

The role builds alignment with global People and Culture leadership, Total Rewards, Talent and Development leaders, senior business sponsors, and governance forums. It leads cross-functional teams, navigates competing enterprise and local needs, and determines where global consistency or local flexibility is appropriate. The Senior Director also develops team capability and personally co-leads a critical enterprise initiative, initially the performance enablement redesign, while overseeing the broader portfolio.

The position is based in the United States, with Atlanta listed as a city and 0%–25% travel required. Relocation is provided. 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 8 or more years of progressively responsible experience in Talent and Development, talent management, organization transformation, performance management, culture, product management, or a related field.
• Demonstrated experience setting strategy and leading complex, multi-year enterprise initiatives across functions, geographies, and stakeholder groups.
• Enterprise-minded and commercially grounded, with ability to connect people solutions to business strategy and measurable outcomes.
• Comfort operating in ambiguity, framing complex problems, making choices, and adapting as evidence and business needs evolve.
• Collaborative and influential across functions, geographies, and levels, including with senior business and HR stakeholders.
• Strong executive communication, facilitation, decision support, vendor management, and change mobilization capability.
• Talent and Development expertise combined with a product mindset focused on user needs, value, adoption, and continuous improvement.
• Inclusive leadership, sound judgment, learning agility, and a bias for practical action.
• Currently authorized to work in the United States on a full-time basis and must not require company sponsorship to continue working legally in the United States.

Nice To Haves

• Advanced degree preferred.
• Skills listed include Learning and Development (L&D) Strategy, Organizational Development (OD), Organizational Effectiveness, Strategic Human Resources Leadership, Talent Analytics, and Talent Management.

Responsibilities

• Lead the portfolio of enterprise Talent and Development priorities required to deliver the Long Range Plan, establishing strategic direction, outcomes, roadmaps, governance, and resource models.
• Lead initiatives through their multi-year lifecycle, including solution design, global mobilization, monitoring adoption and impact, establishing long-term operating models, and redeploying teams to subsequent priorities.
• Advance performance accountability through performance enablement and differentiation, and translate company strategy into a clear culture narrative and leadership behaviors.
• Act as senior product owner, maintaining accountability for the business problem, users, enterprise value, solution coherence, and results.
• Make portfolio-level decisions about scope, priorities, minimum viable solutions, investment, technology, vendors, and tradeoffs.
• Ensure enabling tools, processes, data, governance, and experiences are designed and delivered, partnering with People Services and other experts as needed.
• Define and use measures of adoption, behavior change, user experience, and business impact to refine solutions and determine readiness for sustainable ownership.
• Evaluate solution effectiveness, including improvements in performance accountability and decision speed, and remove barriers to adoption.
• Establish and lead cross-functional enterprise teams involving Talent and Development, HR Business Partners, People Services, business leaders, and other functions.
• Build alignment with global People and Culture leadership, Total Rewards, Talent and Development leaders, senior business sponsors, and enterprise governance forums.
• Navigate competing enterprise, business, geographic, and user needs; surface tradeoffs and secure timely decisions while preserving strategic intent.
• Clarify where global consistency is required and where local flexibility is appropriate in product deployment.
• Lead and develop a team of two Senior Director I and two Director roles, setting accountabilities and deploying talent flexibly across the portfolio.
• Personally co-lead a critical enterprise initiative, initially the performance enablement redesign, while overseeing the broader portfolio.
• Build product ownership, strategic problem-solving, Talent and Development, stakeholder management, and mobilization capabilities across the team.
• Manage programs, external partners, budgets, and resources spanning functions and Operating Units.

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