Senior Manager, People and Culture

The Coca-Cola Company•Atlanta, GA

2d•$130,000 - $147,000•Onsite

About The Position

The Senior Manager, People and Culture provides hands-on people partnership for a defined client group or employee population within our Corporate Functions. This role supports the execution of the people agenda by helping leaders and managers apply core people processes, strengthen manager capability, address employee and team issues, and translate business needs into practical workforce, talent, performance, culture, and engagement actions. The role partners closely with other People and Culture leaders, Centers of Excellence, Employee and Labor Relations, and People Service operations teams to deliver timely, consistent, and business-relevant support.

Requirements

Bachelor's degree in Human Resources, Business, Organizational Psychology, Organizational Development, or a related field, or equivalent relevant experience.
Typically 7+ years of progressive experience in Human Resources, people partnership, employee relations, talent management, business operations, or a related field.
Practical, hands-on HR partner who builds trust with managers and employees through sound judgment, responsiveness, and clear advice.
Strong manager coach who can improve the quality of day-to-day people decisions without creating dependency.
Able to distinguish routine issues from those that require escalation, specialist support, or broader organizational attention.
Business-first mindset, grounding decisions in business priorities and outcomes rather than simply executing P&C processes.
Comfortable working close to the business and translating people priorities into simple actions managers can execute.
Curious and proactive, with the initiative to identify opportunities, take ownership, and influence others to drive meaningful outcomes.
Culturally sensitive and globally minded, with the ability to adapt approaches, build trust across diverse teams and markets, and consider different perspectives when making decisions.
Uses data, patterns, and employee insight to identify practical improvements in performance, engagement, retention, and manager effectiveness.
Analytics Insights
Human Resources Policies
Human Resources Training
Leadership
Strategic Human Resources Leadership
Waterfall Model

Responsibilities

Partner with leaders and managers to understand business priorities, workforce needs, operating challenges, and employee experience issues within a defined client group within Corporate Functions.
Support implementation of workforce plans, organizational changes, talent actions, engagement priorities, and core people processes.
Provide practical guidance to managers on performance management, employee development, team effectiveness, change adoption, and policy application.
Identify recurring workforce, manager capability, culture, or employee experience issues and escalate patterns to senior People and Culture leaders with recommended actions.
Help managers adopt new ways of working, technology-enabled processes, and business changes in a clear and practical way.
Use people data, manager feedback, employee listening results, and business metrics to identify issues, track progress, and recommend practical actions.
Support talent and performance processes by preparing leaders and managers for effective discussions, decisions, and follow-through.
Coach managers on goal setting, feedback, performance differentiation, development planning, and employee conversations.
Partner with leaders to identify critical skill, capability, and staffing needs within the client group and connect them to available solutions.
Support engagement actions, culture priorities, and manager routines that improve employee experience and team performance.
Ensure routine people processes are executed with quality, consistency, and attention to business outcomes rather than process completion alone.
Provide first-line guidance to managers on employee issues, policy questions, performance concerns, and workplace situations, in partnership with Employee and Labor Relations as needed.
Recognize risk, complexity, or patterns that require escalation to senior People and Culture leaders, Employee and Labor Relations, Legal, or other specialist teams.
Support leaders and managers in applying company policies, practices, and standards consistently and fairly.
Maintain awareness of employee sentiment, workplace concerns, and operational realities that may affect engagement, retention, productivity, or culture.
Share workforce trends, employee insights, and recurring manager needs with COEs and specialist teams so they can design solutions that are practical, relevant, and responsive to the business.
Help translate enterprise people programs, tools, and policies into practical actions that managers can understand, adopt, and sustain in their teams.
Partner with Talent, Total Rewards, Employee and Labor Relations, People Services, and other P&C teams to deliver effective support to leaders and employees.