Job Description Summary
Location(s):United States of America
Job Posting End Date:Not Available
Job Description Summary:Responsible for thought leadership and strategy development that leverages best-in-class integrated talent management, performance and career development methods, frameworks and processes and tools to address key talent needs across TCCC. Responsible for providing talent management expertise to HR and Business Leaders and building talent management capability across HR and the My Career Organization. Measures impact of solutions against clear metrics (talent pipeline health, succession hit rate, velocity of High Potential Movement, and Regrettable Loss/Key Talent Retention, etc). Leverages technology as a key enabler in becoming “best practice” as an organization.
- Co-Creates and executes multi-year enterprise talent strategy and is accountable for deliverables to enable the strategy related to succession management
- Serves as thought partner and advisor to Group HRDs and My Career leads as it related to talent practices, talent assessments, talent measurement, and succession management
- Leads preparation and follow-up of 4-5 Annual Executive Leadership Team Talent Reviews; Creates content to drive dialogue, informs planning and decision making, and ensures decisions and actions are followed through
- Builds and harmonizes talent practices for succession management of the Top 450 roles globally; including ongoing measurement of succession health and compiling annual state of talent report for the Executive Leadership Team
- Sets and leads global assessment strategies, practices, and tools; Leads capability building of HR Community to leverage tools; partners with Legal and HR K&I to ensure robustness and legal defensibility of all talent tools
- Evaluates and drives continuous innovation of technology that underpins our succession practices
- Brings external/system perspectives and insights to continuously challenge our practices and drive maximum business impact.
This role is on the Talent & Development COE Leadership team and manages two dotted-line direct reports from the My Career Organization: Assessment Program Manager and the Senior K&I Consultant for Talent Management. At times, this role may also manage an HR Development Assignment Associate.
- A Bachelor's degree in Organizational Development, Industrial or Organizational Psychology, Psychology, Human Resources or related field, from an accredited college or university, is required. Master's Degree, MBA, or PhD is strongly preferred. Certifications in global assessment tools or training programs a plus.
Related Work Experience
- At least 10 years of progressive, experience in talent management functions or talent management consulting is required.
- Experience in a global and/or matrix environment is preferred.
- High level of integrity and dependability with a strong sense of urgency and results-orientation.
- Deep talent management expertise. Well versed in talent management practices and theories, leadership theories, and industrial-organizational research and methods
- Provide strategic organizational perspective to leaders and partner to ensure we keep a pulse on key issues, diagnose and focus on what will drive employee engagement and business results and ensure a feedback-rich, open, collaborative and talent-centric mindset
- Demonstrates strong interpersonal/ influencing skills. Proven ability dealing with all levels of management, developing relationships within the organization, and leveraging the formal and informal organizational structure to assist in goal achievement.
- Proven record in management and navigation in a matrix organization and in building collaborative relationships with all levels of leaders and employees in both an operational and corporate environment
- Ability to inspire action and lead cross-functional to achieve results without direct authority.
- Broad business acumen and systems thinking, continuous learning approach to the business and strong curiosity to understand others' contexts.
- Multi-cultural literacy, sensitivity to cultural differences and interpersonal and leadership flexibility across different cultural contexts.
- Strong ability to lead and apply organizational and change practices; ability to influence change at all levels within an organization.
Our Growth Culture:
One of the reasons our company continues to thrive after 130+ years is having a company culture that supports and rewards behaviors that lead to growth. Our “Growth Behaviors,” as we call them, are ways of being and working that help to make us successful. Think about how you can bring this to life in your next role at Coca-Cola.
Keep seeking, never settle. Staying curious about what is outside, and two steps ahead inspires us to challenge the status quo. Having the courage to look and leap is the way we grow. Because asking “what if?” pushes us to the next level as people and as a company.
Make it happen. True empowerment is the result of taking responsibility. This means giving yourself permission to see it, say it and do it, and owning the outcomes. Because we move forward faster when we all take action.
Version 1.0, 2.0, 3.0
Push for progress, not perfection. There are very few overnight successes. Greatness is borne of many little victories (and failures). Share v 1.0, test it, and make it better. Then create the next version. Because the moment we think something is perfect, it will be obsolete.
Include, value and trust each other. We are smart alone but together we are genius. This means being inclusive, giving the benefit of the doubt and being responsible for each other. Because, for our company to thrive for the next 100+ years, smart isn't enough. We need genius.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. Apply Back to Top