Senior Director, Talent & Development - Performance and Culture

Coca-Cola • Atlanta, GA

2d • $186,000 - $226,500

About The Position

The Senior Director, Performance and Culture leads an enterprise portfolio of Talent and Development priorities that support the People and Culture Long Range Plan. Initial priorities include redesigning performance management and defining the company’s culture narrative and leadership behaviors. The role leads initiatives as a product owner: convening project teams, designing and implementing solutions, monitoring their adoption and impact, establishing sustainable operating models, and redeploying teams to emerging enterprise needs.

Reporting to the Senior Vice President, Talent and Development, this leader directly manages four individual contributors and has indirect responsibility for project team members across global People and Culture and other functions. The role sets portfolio strategy and governance, makes choices about scope, priorities, investment, technology, vendors, and tradeoffs, and is accountable for solution effectiveness and business outcomes. The leader also mobilizes global stakeholders, guides cross-functional delivery, develops team capabilities, and personally co-leads a critical enterprise initiative, initially the performance enablement redesign.

The position is based in Atlanta, United States, with 0%–25% travel and relocation provided. Applicants must be authorized to work full time in the United States without requiring company sponsorship. The stated U.S. base-pay range is $186,000–$226,500. The role also has an annual incentive reference value of 50% and a long-term incentive reference value of 20%. A full range of medical, financial, and/or other benefits is offered, depending on the position.

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 the ability to connect people solutions to business strategy and measurable outcomes.
• Ability to operate in ambiguity, frame complex problems, make choices, and adapt as evidence and business needs evolve.
• Ability to collaborate and influence across functions, geographies, and levels, including senior business and HR stakeholders.
• Strong executive communication, facilitation, decision support, vendor management, and change mobilization capabilities.
• 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 without requiring The Coca-Cola Company’s sponsorship to continue working legally in the United States.

Nice To Haves

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

Responsibilities

• Lead an enterprise portfolio of Talent and Development priorities supporting the People and Culture Long Range Plan, establishing strategic direction, outcomes, roadmaps, governance, and resource models.
• Guide portfolio initiatives through design, global mobilization, adoption and impact monitoring, transition to sustainable operating models, and redeployment of teams to new priorities.
• Lead current priorities focused on strengthening performance accountability through performance enablement and differentiation, and translating company strategy into a culture narrative and leadership behaviors.
• Act as senior product owner, maintaining accountability for the business problem, intended users, enterprise value, solution coherence, and results.
• Make portfolio-level decisions about scope, priorities, minimum viable solutions, investments, technology, vendors, and tradeoffs.
• Ensure enabling tools, processes, data, governance, and user experiences are designed and delivered, partnering with People Services and other experts as needed.
• Define and monitor adoption, behavior-change, user-experience, and business-impact measures; use evidence to refine solutions and determine readiness for sustainable ownership.
• Evaluate solution effectiveness, including improved performance accountability and decision speed, and remove barriers to adoption.
• Establish and lead cross-functional enterprise teams comprising relevant Talent and Development resources, 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 comprising two Senior Director I and two Director roles, setting clear 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.
• 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