Director, People Analytics

Job Description Summary:

The Director, People Analytics brings the enterprise people intelligence strategy to life through a portfolio of work that enables better decisions across succession, talent reviews, workforce planning, organizational effectiveness, capability planning and performance management. The role translates priority business and P&C questions into integrated intelligence products, shapes data and methodology standards, and strengthens the ability of P&C Business Partners and P&C leaders to interpret and use evidence. The role also supports enterprise employee listening, helping turn what employees tell us into insight and action. The role pairs an activation focus with strong strategic judgment and hands-on ownership of research, analysis and synthesis.

This role reports to the Vice President, People Intelligence & Listening, and accomplishes its work as an individual contributor through flexible project teams of Senior Analysts, SBPs, Talent & Development, Performance & Culture, Digital and data-governance partners, Finance, Planning/PMO and People Services.

Key Responsibilities

People Intelligence Strategy and Portfolio

• Shape and manage the people intelligence roadmap in support of the enterprise strategy, translating priority decisions into a sequenced portfolio of intelligence products, research and analyses.

• Frame the questions that matter, clarify required decisions and success measures, and determine the combination of data, research and analysis required.

• Advise leader on investment choices, trade-offs, risks and opportunities across the portfolio.

Talent, Workforce and Organizational Intelligence

• Lead integrated intelligence for succession, talent reviews, workforce planning, organizational effectiveness, capability planning and performance management.

• Connect talent, workforce, performance, capability and listening signals to identify patterns, root causes, scenarios and emerging risks.

• Translate complex findings into clear recommendations for senior P&C and business stakeholders.

Employee Listening and Insight

• Support the enterprise listening program, including engagement and pulse surveys, change and lifecycle listening, contributing to survey design, analysis and reporting.

• Analyze survey results, comments and other employee feedback, and connect them with talent, workforce and performance data to surface themes, root causes and priorities.

• Help P&C Business Partners and leaders understand results, agree on focused actions and track progress over time.

Data Strategy, Standards and Governance Partnership

• Define business-led data requirements, common measures, taxonomies and analytical standards for the team’s priority decisions.

• Partner with data owners, People Services and Digital/platform teams to improve data quality, access, lineage and responsible use without assuming ownership of the underlying platforms.

• Establish quality assurance, reproducibility and documentation standards for intelligence products and analyses.

Insight Products and Adoption

• Lead needs analysis for insight products, tools and dashboards by translating critical business questions into clear requirements, use cases and decision contexts for HR Technology/Digital teams.

• Support adoption of standard tools and insights by equipping P&C Business Partner to interpret data confidently and apply it to priority business and talent decisions.

Hands-on Delivery and Portfolio Mobilization

• Lead and personally contribute to high-priority analyses, executive narratives, scenarios and recommendations.

• Work in flexible project teams, providing thought partnership and technical direction.

• Use modern analytics, automation and AI-enabled tools responsibly to accelerate analysis, challenge manual work and improve quality.

Candidate Profile

• Enterprise-minded and commercially curious, with the judgment to distinguish an interesting question from a decision that matters.

• Combines strategic framing with hands-on analytical execution and mobilization.

• Influences through evidence, clarity and trust in a highly matrixed environment.

• Communicates complex findings with precision, candor and an action orientation.

• Demonstrates high integrity and sound judgment in the use of sensitive people data.

Experience and Background

• Bachelor’s degree in human resources, industrial/organizational psychology, business, economics, statistics, data science or a related field, or equivalent experience.

• 5+ years of relevant experience in people analytics, employee listening, talent or organizational intelligence, workforce planning, organizational effectiveness or a related Human Resources discipline.

• Demonstrated experience shaping an analytics or intelligence portfolio and advising senior stakeholders on consequential people decisions.

• Advanced ability to integrate quantitative and qualitative evidence, build scenarios, visualize findings and create executive-ready narratives.

• Demonstrated proficiency using modern analytics, visualization, automation and AI-enabled tools responsibly in the flow of work.

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:

Agile Methodology, Business Process Modeling, Change Management, Cloud Platform, Communication, Data Flow Diagram, DevOps, Digital Transformation, Enterprise Architecture Framework, Microsoft Azure Databricks, Microsoft Office, User Experience (UX)

Pay Range:

United States: 164,000 - 193,000 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:

30

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.

Location(s):

United States of America

City/Cities:

Atlanta

Travel Required:

00% - 25%

Relocation Provided:

Yes

Job Posting End Date:

October 16, 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.