Director, People and Culture

Job Description Summary:

Director, People and Culture

The Director, People & Culture Partner serves as the people strategist primarily for the Corporate Finance & Strategy teams. The role translates functional strategy into a forward-looking people agenda, and is accountable for shaping and driving talent, leadership, performance, capability and culture outcomes. Working closely with leaders, the role holds end-to-end accountability for the P&C agenda within its portfolio, mobilizing the right expertise across OU HR teams, COEs and People Services to deliver business impact. Additionally, this role will work collaboratively across the Corporate Functions People & Culture team on key people initiatives and may partner with other Corporate Functions to advance shared people and business priorities.

Key Responsibilities 

Talent & Succession Management

• Lead and facilitate succession planning for assigned business areas and build pipelines for critical and hard-to-fill talent segments in partnership with Talent teams and business leaders.
• Facilitate talent reviews and leadership assessments, bringing direct insight on performance, potential, readiness and leadership behaviours to strengthen talent decisions.
• Identify talent and succession risks, define mitigation actions, and provide ongoing feedback to Talent teams on successor readiness, development progress, retention risks and emerging talent needs, especially movement of high potential and successor talent.
• Help leaders translate development priorities into meaningful experiences through stretch assignments, expanded scope, projects, mobility and work design.

Functional Capability Building

• Partner with function capability teams to deploy the functional capability strategy.
• Shape capability-building priorities aligned to enterprise, OU and function plans, bringing business context and insight on capability gaps.
• Partner with learning and talent teams on targeted interventions where necessary.
• Monitor progress against capability roadmaps and provide proactive feedback for adoption and embedding.
• Build and operationalize routines that track impact of capability initiatives (incl. Retrospectives)

Organization Effectiveness

• Diagnose organizational challenges impacting performance, including structure, roles, interfaces, decision rights, spans, layers and ways of working.
• Shape and support organization design and workforce planning activities.
• Drive simplification and productivity by identifying organizational friction, removing unnecessary complexity and improving role clarity and decision making.
• Bring a forward-looking workforce perspective across capability, productivity, location and future skill requirements.

 

 

AI & Workforce Transformation

• Partner with leaders and Digital, AI and functional technology teams to identify opportunities to leverage AI and automation.
• Support workforce transition and reskilling by assessing the impact of technology adoption and preparing leaders for evolving human–machine operating models.
• Bring insight on how technology is reshaping roles, skills, behaviors and work, helping leaders redesign work so AI and automation create capacity for higher-value activity.
• Provide feedback on adoption barriers, employee experience and emerging workforce needs.

Leadership Partnership

• Serve as trusted advisor to VP and Director-level leaders.
• Coach leaders on talent, organization, leadership effectiveness and succession.
• Mobilize the broader P&C network to deliver integrated solutions and outcomes.
• Use data, business insight and organizational judgment to challenge assumptions and support clear choices and trade-offs.
• Focus leadership attention on the people and organization decisions that will have the greatest impact on performance.
• Connect insights from employees, teams and the work itself back into broader talent, capability and organization decisions.

Change Leadership

• Support major transformation initiatives and adoption of new operating models and ways of working.
• Lead stakeholder engagement and monitor readiness and change effectiveness.
• Connect transformation design to employee/leader experience and feed implementation insight back into transformation teams.

Success Measures

• Talent: Strength and readiness of succession pipelines and critical talent, including retention of high performers and progress of key development actions.
• Capability/ Transformation: Capability-building and demonstrated application in the work, including AI adoption, workforce transformation and successful change adoption.
• Organization/ Leadership: Retention of high-performing talent, leadership effectiveness, and improvement in organizational effectiveness and performance.

Candidate Profile

• Uses data, insights, and evidence to challenge assumptions and influence decisions rather than relying on HR process expertise alone.
• Demonstrates strong organizational judgment and understands how operating models, structures, decision rights, workforce design, leadership capability, and culture influence business outcomes.
• Simplifies complexity, focuses attention on the few people and organization decisions that matter most, and helps leaders avoid distractions and low-value activity.
• Demonstrates courage to challenge business leaders when talent, culture, workforce, or organizational decisions may create long-term risk or hinder performance.
• Operates with enterprise mindset, balancing local business needs with broader organizational priorities and long-term workforce health.
• Sees talent in context and connects specialist expertise to the business, using work design, assignments, exposure, mobility and projects as deliberate levers to build capability and accelerate development.

Experience and Background

• Bachelor's degree in Business, Organizational Psychology, Organizational Development, Economics, or a related field, or equivalent relevant experience; advanced degree preferred.
• Typically 7+ years of progressive experience in Human Resources, business leadership, organization effectiveness, workforce strategy, talent management, consulting, or a related field.

Location - Atlanta, United States

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:

Change Management, Coaching, Communication, Conflict Resolution, Group Problem Solving, Human Resource Information Systems (HRIS), Human Resources (HR), Leadership Training and Development, Onboarding, People Management, Performance Management (PM), Recruiting, Succession Planning, Talent Acquisition, Waterfall Model, Workforce Planning

Pay Range:

United States: 149,000 - 166,000 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.