Senior Director, Talent and Development

Job Description Summary:
The Senior Director, Talent and Development - Global Digital Network (GDN) leads the talent and development agenda for the Global Digital Network. This is a strategic leadership role with a solution driven mindset responsible for partnering with business and HR leaders to strengthen leadership pipelines, accelerate key talent, and ensure the organization has the leadership capability needed to deliver its strategy. Through succession planning, talent reviews, leadership development, assessments, coaching, and performance enablement, the role translates enterprise talent practices into tangible approaches that address the needs of a fast-growing digital organization. The role reports to the Vice President, Human Resources - Global Digital Network.
RESPONSIBILITIES:
Talent Strategy and Business Partnership
Partner with GDN and HR leaders to translate business priorities into a focused talent and development agenda.
Ground talent recommendations in GDN’s strategy, growth plans, workforce needs, and leadership challenges.
Provide clear action points to address talent, leadership, performance, and organization needs.
Bring GDN insight into the design of enterprise talent practices.
Succession and Talent Pipeline Planning Processes
Lead succession planning and pipeline development for GDN.
Guide talent reviews that surface leadership strengths, succession risks, and future talent needs.
Partner with Succession and Executive Recruiting to connect internal development with external hiring priorities.
Drive consistent high-potential identification, development, and career planning.
Ensure critical talent actions are clear, owned, and followed through.
Leadership Development and Assessment
Identify leadership and team development needs across GDN.
Curate coaching, assessment, onboarding, and development approach processes that address those needs.
Steward effective use of enterprise assessments in talent and development decisions.
Connect leadership development to succession priorities and business performance.
Bring relevant external thinking on digital leadership, technology talent, and future skills into GDN.
Performance and Talent Decisions
Steward consistent use of performance enablement across GDN.
Help leaders make clear, evidence-based decisions about performance, potential, development, and career movement.
Connect performance outcomes to talent reviews, succession, development, and rewards.
Use talent data and business insight to identify risks and recommend action.
Talent Insights and Continuous Improvement
Use talent data, assessments, and business insight to strengthen decision-making with tangible action plans that evaluate progress.
Identify patterns in leadership readiness, succession health, talent movement, and performance.
Partner with People Intelligence and People Services to improve the quality and usability of talent information.
Continuously improve GDN talent practices based on evidence, stakeholder feedback, and business outcomes.
Develop and implement scalable capability building tools, programs and resources for the global finance organization, as well as non-finance teams.
Identify core competency needs and gaps across the system and develop plan to address the key opportunities in capability. Use data and analytics to target where to best leverage strategic resources.
Create and nurture a connected community of global finance capability leads in each of the across the organization while providing global stewardship to enhance local execution; build a thriving network that can share, learn and scale best practices to drive growth in our people and our business.
In strong partnership with strategy and HR, build a learning organization which attracts top talent as a place to come and grow through best-in-class, unique and memorable experiences (ranging from recruitment, on-boarding, development, and retention of our talent).
Provide thought leadership in capability development, by learning from within and outside Coca-Cola. Have a strong bias to transition learning to implementation
Partner with other functional capabilities teams and provide support and thought leadership for enterprise capability initiatives
REQUIREMENTS:
Bachelor's degree in Human Resource Development, Psychology, Organizational Development, Behavioral Sciences, or related field required
10+ years experience with organizational development, organizational design, or HR strategy required
Strong Project Management and technical skills required
Subject matter expert on organizational effectiveness with a proven track record of problem solving for large scale projects required
Leadership and management experience, with ability to work in a diverse cultural environment as a highly efficient communicator and influencer at all levels
Proven ability to set strategy and drive execution through Instructional Design, curriculum design, material development, adult learning, instructional strategies and methods
Experience building finance talent capabilities and strategic talent planning
Digitally fluent: data visualization, digital literacy/dexterity
What We Can Do for You:
Iconic & Innovative Brands: Our portfolio represents over 250 products with some of the most popular brands in the world, including Coca-Cola, Sprite, Fanta, Powerade, Fuzetea and more!
Purpose Driven: Purpose driven approach that believes in providing our employees with the tools and resources to be successful.
Global Connections: Allows you to develop, enhance and maintain global connections that allow us to move faster and learn from others.
Community of Belonging: We’re an organization that believes our ability to continually grow and build the right atmosphere where people feel safe and empowered, lets you bring your best self to work.
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:
Career Planning, Cross Training (Inactive), Data Analytics, Developmental Psychology, Organizational Design, Organizational Psychology, Organizational Systems, Personality Psychology, Psychology, Skill Assessment, Skill Development, Succession Planning, Talent Development, Talent Management, Team Coaching, Transformation Strategy, Workforce Development Training
Pay Range:
United States: 170,000 - 193,000 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,