Senior Director, Global People & Culture Capability

The Senior Director, Global People & Culture Capability leads one global plan to drive growth for the employees and business within the human resources function at The Coca-Cola Company. The People & Culture Capability leader will set, evolve and execute a multi-year plan to achieve global associate growth across all levels within the function. This role reports to the Vice President, Global Enterprise & Functional Capabilities.

This role combines strategic thought leadership, internal client consulting and highly skilled program management into one role responsible for leading and collaborating with network partners for end-to-end design, development and delivery of a comprehensive capability development plan. Sitting on the Enterprise Capability team within the People & Culture function in the Talent & Development COE, this role provides an exciting opportunity for an individual who thrives in a highly-networked environment where success is achieved through and with others.

In this role, the individual will have the opportunity to grow and develop as a networked leader and as a Capability development professional, by bringing innovative adult learning strategies to a community that is hungry to grow. The People & Culture Capability lead must have both experience and a passion for the business and for functional learning and development, a bias towards action, and the ability to create high impact at scale.

Rooted in data-driven insights, a successful candidate will recognize when to lean in to opportunities to learn and when to partner across the broader talent and development team to leverage other initiatives that will achieve our growth ambitions. Together, our ability to make an impact has unlimited potential.

Everyone is a leader at Coca-Cola. This role is an individual contributor without direct reports but has significant responsibility for leading cross-functional project teams, working closely with peers across connected talent practices, and influencing senior leaders across HR and other functions.

Key Accountabilities

Capability Strategy

• Bring bold thinking and action to contribute to the function’s long range plan through direct recommendation of the capabilities and skills required to deliver the vision

• Quickly translate internal and external research and insights into a 3-year plan

• Orchestrate organizational Capabilities solutions across functional teams, to ensure all solutions are workings towards a shared vision, while owning the people Capabilities pillar holistically

• Enhance the learning culture from one largely reliant on training to one of holistic capability development

• Stay connected with industry trends, bringing in best practices and thinking ongoing

Program Ownership

• Design a few focused core initiatives per year from start to finish, using the CapMap human-centered design process (The Coca-Cola way of building capabilities)

• Lead a broad networked team across the Talent & Development COE, the Employee Experience Hub and the Operating Units to design, develop, and deliver programs

• Ensure program/project teams operate with speed and transparency and that empowered decision making enables agility

Measurement

• Build a robust impact map and measurement strategy before launching any new initiatives

• Quarterly and annually, measure and analyze the impact measurements to identify opportunities to pivot

• Strategically evolve the design and plan to ensure objectives can be met within established timeframes

Stakeholder Consulting and Management

• Engage subject matter experts across the business to capture internal knowledge that can be shared and reapplied, and to bring The Coca-Cola lens to the baseline understanding of each skill

• Effectively communicate strategy, plans, roles and responsibilities, and ongoing progress to key stakeholders across all parts and levels of the system

• Influence leaders and learners to champion and participate in Capability programs through a pull strategy

Capability Network Collaboration

• Be a superb collaborator and connector within the global Capability community, including the global functional capability leads and operating unit learning and leadership development consultants

• Collaborate with the other global functional Capability development leaders to co-create development solutions for shared and transferable skills (ie: Storytelling, Business Acumen, Digital & AI)

• As a Capability leader within the global COE, set an example for innovative, focused, inspiring and impactful Capability work for the Coca-Cola system, and support peers in continuous upskilling

Skill Requirements

• Business acumen – proven understanding of the industry and of a networked and system business environment

• Digital acumen – able to work effectively in a constantly-evolving digital-first world

• Consulting – ability to analyze broad data and guide senior stakeholders towards best practices

• Learning agility – ability to gain a working knowledge of the function and business

• Critical thinking and problem solving – can bring structured thinking to complex and ambiguous topics

• Enterprise mindset – highly collaborative working style with ability to deliver results through co-creation

• Communication and marketing – written and verbal, including strong storytelling capabilities

• Change management – ability to manage self and others through ongoing or unexpected change

• Data and analytics – design, measure and analyze data against program, talent and business objectives

• Must strongly display the company’s leadership and growth behaviors

Background/Experience

• 10+ years of experience across both the corporate and operating unit environment

• Experience leading functional capability development from strategy to implementation (within the HR function is a bonus but not required)

• Strong knowledge of adult learning strategy, learning technology and measurement

• Working knowledge of broad talent strategy

• Passion for developing talent and enabling people to be their best selves

• Strong stakeholder management, including influence without authority and the ability to create win-win with business leaders, the talent team, and within the broader HR function

• Capacity to juggle many items concurrently

• Cross-functional team leadership and management

Job Grade: Career Group C, Senior Director I

Location: Atlanta, GA

Skills:

Learning Agility; Influencing; Talent Development; Critical Thinking; Storytelling; Organizational Systems; Skill Development; Business Acumen; Communication; Data Analytics; Problem Solving; Capability Development; Enterprise Mindset; Change Management; Collaboration