The Coca-Cola Company
The Coca-Cola Company

Director, People and Culture

Atlanta, GA, US • Posted 5 hours ago • Updated 5 hours ago
Full Time
On-site
Company Branding Image
Fitment

Dice Job Match Score™

🔢 Crunching numbers...

Job Details

Skills

  • Strategist
  • Procurement
  • Corporate Finance
  • Accountability
  • Succession Planning
  • Management
  • Roadmaps
  • Interfaces
  • Organizational Architecture
  • Workforce Planning
  • Clarity
  • Decision-making
  • Productivity
  • Partnership
  • Collaboration
  • Network
  • FOCUS
  • Stakeholder Engagement
  • Artificial Intelligence
  • Psychology
  • Organizational Development
  • Economics
  • Human Resources
  • Leadership
  • Organizational Effectiveness
  • Talent Management

Summary

Director, People and Culture

The Director, People & Culture Partner serves as the people strategist primarily for the Global Procurement and 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
Employers have access to artificial intelligence language tools (“AI”) that help generate and enhance job descriptions and AI may have been used to create this description. The position description has been reviewed for accuracy and Dice believes it to correctly reflect the job opportunity.
  • Dice Id: coke
  • Position Id: R-147303
  • Posted 5 hours ago

Company Info

About The Coca-Cola Company

On May 8, 1886, Dr. John Pemberton brought his perfected syrup to Jacobs' Pharmacy in downtown Atlanta, where the first glass of Coca‑Cola was poured. In its first year, about nine Coca-Cola drinks were served per day.

Today, The Coca-Cola Company, with numerous brands sold across more than 200 countries and territories, serves 2.2 billion drinks per day. We own 32 billion-dollar brands across several beverage categories worldwide. Our global portfolio of beverage brands includes the following:

• Sparkling Soft Drinks: Coca-Cola, Diet Coke/Coca-Cola Light, Coca-Cola Zero Sugar, Fanta, Fresca, Schweppes (owned by The Coca-Cola Company in certain countries other than the United States), Sprite and Thums Up
• Water, Sports, Coffee and Tea: Aquarius, Ayataka, BODYARMOR, Ciel, Costa, Crystal, Dasani, Fuze Tea, Georgia, glacéau smartwater, glacéau vitaminwater, Gold Peak, I LOHAS, Powerade and Topo Chico
• Juice, Value-Added Dairy and Plant-Based Beverages: Core Power, Del Valle, fairlife, innocent, Maaza, Minute Maid, Minute Maid Pulpy, Santa Clara and Simply

Our strong and stable bottling and distribution system helps us capture growth by manufacturing, distributing and selling existing, enhanced and new innovative products to consumers throughout the world.

Go to company profile
Create job alert
Never miss an opportunity! Create an alert based on the job you applied for.

Similar Jobs

Director, People and Culture

Atlanta, Georgia

•

Today

Full-time

Senior Director, People and Culture - Global P&C

Atlanta, Georgia

•

Today

Full-time

Director, Talent & Development - Performance and Culture

Atlanta, Georgia

•

Today

Full-time

Director, People Analytics

Atlanta, Georgia

•

Today

Full-time

Search all similar jobs
More jobs at The Coca-Cola Company in Atlanta, GA