The Coca-Cola Company Hiring for Talent & Development Director at Atlanta, GA Full Time

The Talent & Development Director role for the OU is an opportunity to become a key enabler and influencer for the people strategy of the OU. The role combines strategic thought leadership, internal client consulting, and immaculate problem solving into a single mix of design and delivery. This role represents high-visibility, high-growth and leadership opportunity for an individual who thrives in a high-impact and strategically important environment, anchored on refreshing our people to be the difference.

From this role, the individual can gain critical leadership experiences – such as, crafting talent and development strategy for the OU, counseling and guiding OU leadership teams around talent decisions, bringing customized development offerings to life (from global to local), leading a multi-vertical team, managing the entire T&D budget for the OU, conducting key leadership routines with the OULT (such as succession planning, talent segmentation, performance differentiation, critical talent reviews, etc.)

This role is responsible for the Talent & Development function for one/more OUs and the role holder’s success is based on:

• Crafting the short and long-term talent & development strategy for the OUs

• Leading the internal talent and development function across countries withing the OU to deliver on the people agenda for the OUs

• Ensuring OU HR teams’ alignment and co-execution of defined regional strategy

• Being a key contributing member of two leadership teams (T&D Leadership Team and OU HR Leadership Team)

• Leading one/two global talent & development initiatives

• Understanding and successfully deploying global initiatives across OUs that the role is responsible for

Key Accountabilities

• Lead Strategy development and execution with consistency and high quality

• Design and execution of OU/ function talent priorities in line with Global Talent Strategy (incl. Talent Management, Learning & Development, Leadership, Performance and implications on Recruiting specifically connected to succession planning).

• Help lead and coordinate key strategic projects and drive end to end strategic talent projects prioritized for the business.

• Partnering with OU/function and HR leadership teams to identify business needs and opportunity areas, making recommendations for the appropriate talent solutions to satisfy this talent, learning and/or capability needs. Serves a deep SME to the business and HR leaders.

• Review of talent metrics & generation of insights on effectiveness of key talent processes & strategies (D&I, succession health & hit rate, HIPO velocity & regrettable loss, incl. other local KPIs)

• Consulting on effective application of all talent processes and tools (incl but not limited to Talent Segmentation, People Development Forum (PDF), Succession Planning, Performance Enablement (PE), Talent assessments (PTE, Next-Gen PTE), Career & Development, executive onboarding and assimilation). Helps with the outcomes from the talent segmentation process and partners on best solutions for high potential talent.

• Works with the business to identify assessment needs and runs the play on our assessment strategies. Serving as a talent agent for Pipeline Talent Experience.

• Leading PDF strategy, design, and facilitation at OU/function Leadership level. Ensuring that all actions/ projects coming out of the PDF are followed through and actions taken.

• Is the regional point of contact for the ELT PDF and ensures connections to the global plan and outcomes.

• Partnering with OU/Function business and HR leadership teams and Talent Acquisition leadership on effective utilization of internal/external talent pools for succession planning, talent pipeline, hiring, and pro-active planning

• Providing organization development support to OU/BU business and HR leadership for business reorganization projects. Lead people selection forum processes and help the business make sound leadership decisions.

• Leading capability and development agenda through appropriate CCU development solutions to address key development needs (incl but not limited to coaching, mentoring, sponsorship, LinkedIn Learning, social & digital learning platforms, learning & development programs)

• Partnering with the HRD, COE and business to drive diversity & inclusion agenda including training, people metrics and strategy.

• Serving as a global and/or regional faculty member for CCU key leadership and capability offerings as required

• Work with the Global Talent & Development COE to co-create the Company’s multi-year and annual talent strategies and plans. In partnership with the Global Talent COE, leverages best-in-class approaches to deliver high-impact talent solutions (sourcing, other recruiting actions, performance, leadership development, on-boarding, succession planning etc.) to our business. Lead global practices as appropriate as part of their COE responsibilities.

• Will lead the work on enterprise capabilities for the Group in close partnership with the COE. As an example, this role could include thought leadership and strong talent partnership to our Franchise Leadership efforts across the world.

Be a superb collaborator and connector in the networked community:

• With the OU: Ensures information is shared with speed and transparency and that empowered decision making is pushed to enable agility and talent retention. Ensures that the connection points with the OU HRD is frequent and transparent and the right level of support is being provided. Ensures agility and continuous improvement in consulting and service delivery.

• With Talent Community: Works to optimize our operating model to reduce complexity, accelerate our impact on the business, and to ensure integration and alignment with the Global Talent COE, regional Talent & Development directors and our business.

• With System Partner: This role sits on the Global Top-to-Top Talent Leadership Council and ensures effective partnership, best practice sharing and integration of talent initiatives across The Coca-Cola system. As a Regional Talent Lead is responsible for establishing effective partnership with all system bottlers in the geography.

• With External Market: Stays connected with the external world, bringing in best practices and thinking.

And finally, be a great leader:

• As a people manager, responsible for building, developing, and retaining a best in class and inspired talent team.

• As a member of the T&D Leadership Team, be an inspiring leader who leads the global enterprise and provides time to mentoring, coaching and sponsorship of talent.

Candidate Profile

• Strategic thinker and problem solver – can bring structured thinking to complex topics

• Consistently creates win-win with key stakeholders (business leaders, HR function, bottlers)

• Displays of the company’s leadership and growth behaviors

• Highly collaborative working style with ability to deliver results

• Strong communicator – written and verbal

• Flexibility and capacity to juggle many items concurrently

• Change management capability

Experience & Background

• Working knowledge of talent management; including strong analytical and storytelling skills

• Passion for talent development

• Strong stakeholder management

• Proven people leadership

• Should be technology savvy and able to work effectively in a digital first world • Preferably 10+ years leadership experience and able to hold their own with Senior Leadership

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.