Senior Director, Talent & Development - Performance and Culture

Job Description Summary:

The Senior Director, Performance and Culture leads a portfolio of enterprise Talent and Development priorities that are critical to delivery of the People and Culture Long Range Plan. In the near term, this includes Performance Management re-design and defining our culture and leadership behaviors.  The role leads initiatives like a product owner: convening a diverse project team, designing solutions, guiding implementation of the solution, monitoring success, and then transitioning the solution to a sustainable operating model before redeploying the team to the next enterprise need. Reporting to the Senior Vice President, Talent and Development, this leader directly manages four individual contributors, with indirectly responsibility for project team members across global P&C and other functions required to deliver the outcomes.

Key Responsibilities

LRP Portfolio Strategy and Leadership

- Lead a portfolio of enterprise Talent and Development priorities required to deliver the Long Range Plan, establishing the strategic direction, outcomes, roadmap, governance, and resource model for the work.
- Lead the portfolio through a multi-year lifecycle: design the solution, mobilize it globally, monitor adoption and impact, establish the long-term operating model, and redeploy the team to the next LRP priority.
- Current priorities include deliver our goal to have a high performance culture by strengthening performance accountability in performance enablement and differentiation, and translating the Company strategy into a clear culture narrative and leadership behaviors; the portfolio will evolve as LRP needs change.
- Enterprise Product Ownership
- Operate as the senior product owner for the portfolio, maintaining accountability for the business problem, intended users, enterprise value, solution coherence, and results rather than for completion of isolated HR activities.
- Make portfolio-level choices about scope, priorities, minimum viable solutions, investment, technology, vendors, and tradeoffs across initiatives.
- Ensure that enabling tools, processes, data, governance, and experiences are designed and delivered, partnering with People Services or other experts as required.
- Define measures of adoption, behavior change, user experience, and business impact; use evidence to refine solutions and determine when they are ready to transition into sustainable ownership.
- Own the success of the solution, not just the design, evaluating effectiveness in improved performance accountability and decision speed, and removing barriers to adoption.

Global Stakeholder Alignment and Mobilization

- Establish and lead cross-functional enterprise teams that draw on T&D resources, HR Business Partners, People Services, business leaders, and other functions needed to solve each priority.
- Build alignment with global P&C leadership, Total Rewards, T&D leaders, senior business sponsors, and enterprise governance forums on the problem to solve, design choices, decision rights, and expected outcomes.
- Navigate competing enterprise, business, geographic, and user needs; surface tradeoffs and secure timely decisions without diluting the strategic intent of the solution.
- Clearly indicate where global consistency is required in product deployment vs. where local flexibility can exist

Team and Delivery Leadership

- Lead and develop a team of two Senior Director I and two Director roles, setting clear accountabilities while deploying talent flexibly across the portfolio.
- Act as a player-coach by personally co-leading a critical enterprise initiative, initially the performance enablement redesign, while maintaining oversight of the broader portfolio.
- Build strong product ownership, strategic problem solving, T&D, stakeholder management, and mobilization capability across the team.
- Manage wider-impact programs, external partners, budgets, and resources that span functions and Operating Units.

Candidate Profile

- Enterprise-minded and commercially grounded, with the ability to connect people solutions to business strategy and measurable outcomes.
- Comfortable 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.
- Combines Talent and Development expertise with a product mindset focused on user needs, value, adoption, and continuous improvement.
- Demonstrates inclusive leadership, sound judgment, learning agility, and a bias for practical action.

Experience and Background

- Bachelor’s degree in Human Resources, Business, Organizational Psychology, Organizational Development, or a related field, or equivalent relevant experience; advanced degree preferred.
- 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.

The Coca-Cola Company will not offer sponsorship for employment status (including, but not limited to, H1-B visa status and other employment-based nonimmigrant visas) for this position. Accordingly, all applicants must be currently authorized to work in the United States on a full-time basis and must not require The Coca-Cola Company's sponsorship to continue to work legally in the United States.

Skills:
Learning and Development (L&D) Strategy, Organizational Development (OD), Organizational Effectiveness, Strategic Human Resources Leadership, Talent Analytics, Talent Management

Pay Range:
United States: 186,000 - 226,500 USD


Base pay offered may vary depending on geography, job-related knowledge, skills, and experience. A full range of medical, financial, and/or other benefits, dependent on the position, is offered.

Annual Incentive Reference Value Percentage:
50

Annual Incentive reference value is a market-based competitive value for your role. It falls in the middle of the range for your role, indicating performance at target.

Long-term Incentive Reference Value Percentage:
20

Long-term Incentive reference value is a market-based competitive value for your role.

Location(s):
United States of America

City/Cities:
Atlanta

Travel Required:
00% - 25%

Relocation Provided:
Yes

Job Posting End Date:
November 2, 2026

Our Purpose and Growth Culture:

We are taking deliberate action to nurture an inclusive culture that is grounded in our company purpose, to refresh the world and make a difference. We act with a growth mindset, take an expansive approach to what’s possible and believe in continuous learning to improve our business and ourselves. We focus on four key behaviors – curious, empowered, inclusive and agile – and value how we work as much as what we achieve. We believe that our culture is one of the reasons our company continues to thrive after 130+ years. Visit Our Purpose and Vision  to learn more about these behaviors and how you can bring them to life in your next role at Coca-Cola.

We are an Equal Opportunity Employer and do not discriminate against any employee or applicant for employment because of race, color, sex, age, national origin, religion, sexual orientation, gender identity and/or expression, status as a veteran, and basis of disability or any other federal, state or local protected class. When we collect your personal information as part of a job application or offer of employment, we do so in accordance with industry standards and best practices and in compliance with applicable privacy laws.