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Talent Director

1 month ago

Atlanta, Georgia, United States The Coca-Cola Company Full time
Job Summary:

The Director of Talent Management will support the development of talent at all levels through programs, products, and strategies, in partnership with business leaders and HR teams. This role will ensure that internal and external talent pools are considered effectively for hiring and advancement, and that succession planning and Diversity, Equity & Inclusion aspirations are met.

Key Responsibilities:
  • Set and implement talent strategies, processes, and routines to ensure the right talent pipeline with the right skills in the right place to meet current and future business needs.
  • Partner with the OU/Corporate Function HRDs and Business Leadership Team to design and execute local talent priorities in line with Global Talent Strategy.
  • Design and align with global Talent Processes (Talent Segmentation, Succession Planning & Performance Differentiation) and partner with Strategic Business Partners to implement across the OU and at a Zone level.
  • Lead all talent processes, including People Development forums (PDF), assessments, and development agenda for the OU. Ensure that all actions coming out of the PDF agenda are executed and effectiveness measured.
  • Develop fit-for-purpose local talent strategies and ensure that the talent & development agenda supports the development of the talent pipeline for future growth.
  • Identify and contribute to strengthen individual and organizational capabilities across the OU.
  • Provide Talent Management solutions aligning and leading the agenda with Franchise Operations from the Zones and the Functional OU Leads.
  • Responsible for integrating our leadership definition and growth behaviors through a holistic and pragmatic approach through all talent practices.
  • Accountable to design, implement, adopt, and adapt digital solutions to facilitate process ownership in their scope to scale from Global to OU to Zones.
  • Ensure that the talent processes for the OU are well commercialized, are tracked leveraging global talent metrics, and are successful.
  • Continuously look for external Talent Management practices.
  • Act as an SME and consultant, delivering the end-to-end talent experience for a set of specific clients within the OU.
  • Be a performance and development coach; invest in building and executing programs to support high-potential talent development.
  • Be a data and insights guru; report out the effectiveness of our talent management strategies to the business periodically and ensure course correction at appropriate intervals.
Requirements:
  • 8+ years of Human Resources experience, Talent Development, Talent Management, Organizational Development, and Learning in a multinational company.
Skills:
  • Translate business strategies into Talent development plans, including diagnosing internal/external risks.
  • Build consensus and sponsorship across stakeholders from multiple cultures and business environments.
  • Ability to understand, balance, prioritize, and develop compelling approaches to best meet the business needs.
  • Determine short and long-term integrated talent and development plans through the assessment of business needs, etc.
  • Assess business needs, trends, and implications.
  • Determine and gain agreement for financial model and detail funding for OU Talent & Development initiatives.
Organization Impact/Influence-Interactions:
  • Inside KO: People Strategic Business Partners, OU Leadership team & Zone Franchise Operations Leads, Global and Other OUs Talent & Development leaders, People Services Team.
  • Outside KO: Preferred Suppliers/Vendors, Global Learning and Development Network & experts, Industry specialists outside the company, Talent and Development leads from regional bottlers.
Pay Range:
$143,600 - $164,700 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.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. The Coca-Cola Company