Coca-Cola
Director, Global Talent Management & Succession Planning
Coca-Cola, Atlanta, Georgia, United States, 30383
Join us at The Coca-Cola Company as the Director, Global Talent Management & Succession Planning!
Are you ready to be a part of one of the most iconic global brands in the world? The Coca-Cola Company, a leader in the beverage industry with a storied history of innovation and excellence, is seeking an experienced
Director, Global Talent Management & Succession Planning . This pivotal role within the Global Talent & Development Center of Expertise (CoE) offers a unique opportunity to shape and deliver our cutting-edge talent strategies.
At Coca-Cola, we believe that investing in our talent is key to our continued success. As the Director, Global Talent Management & Succession Planning, you will partner closely with our various business and people function stakeholders to shape, drive, and implement key elements of the talent strategy. This includes global succession planning, talent reviews (People Development Forums or PDFs), high potential identification and acceleration, talent insights & analytics, and slating of senior leadership roles. Additionally, you will play a key role in contributing to our Executive Leadership Team Talent agenda and key enterprise initiatives.
What do you bring?
To be successful and fulfilled in this role, you will need to bring a high level of excitement for and experience in human capital design, implementation, and talent management practices. You are engaged and find drive in thinking about big, complex opportunities for the business through the lens of talent.
In this role, you will work with senior business leaders, CoE members (including HR Technology), regional talent management, HR Business Partners, and other key stakeholders. You will gain full exposure to business leaders through various high-impact talent initiatives, including talent review forums and talent briefings. Be a part of a company that is not only renowned for its global brands but also for its commitment to fostering a culture of growth and excellence. Join us and help shape the future of talent at The Coca-Cola Company!
We are not looking for perfection and deep established expertise. We want someone who is curious, excited by the possibility of building something that drives business value, and scaling what works globally. For this, strong commercial acumen, data savvy, process orientation and eye for detail is key.
FULL FOCUS, SCOPE & IMPACT OF THE ROLE
Shape, drive and deploy talent strategy and practices
Shape Global Talent Practices:
Support the design and drive the company's various global talent planning and management strategies, ensuring alignment with our company’s strategic objectives. Lead end-to-end business process management, from initial analysis and assessment to design, implementation, and ongoing progress tracking and evaluation. Collaborate with the broader talent community to execute the strategy effectively, leveraging enhanced digitalization and visualization tools.
Develop PDF (People Development Forum) Approach:
We have strong routines that have been embedded well over time. This role will help identify opportunities for improvement and help standardize global approach.
Drive strategic alignment
Collaborate on (Senior) Leadership Slates:
Develop strong understanding and knowledge of the internal talent pool and build proactive plans for key talent for hard-to-find skills and roles. Partner with key business and talent stakeholders, including the external search team, to build leadership-level slates and consult on the selection process.
Enable Talent Community:
Run global routines to support the above process and ensure information flows smoothly and results in fast decision making.
Enhance Partnerships:
Act as the primary contact for partnerships with People Analytics, Employee Experience Hub, DE&I, and Talent Assessment teams to drive integrated solutions.
Steward data-driven decisions and insights
Provide Actionable Insights:
Generate and present quarterly Talent & Development insights for informed decision-making.
Leverage Analytics:
Utilize strong analytical skills to derive insights and develop data-driven talent strategies that drive growth.
Highlight Risks:
Proactively identify risks based on data and ensure appropriate actions are taken.
Foster continuous improvement
Consult and Advise:
Serve as a trusted consultant and subject matter expert on talent management best practices.
Cultivate Relationships:
Build and maintain relationships with senior leaders to ensure talent programs align with business needs.
Innovate Talent Frameworks:
Design and curate talent management frameworks, fostering continuous improvement and discipline.
Benchmark and Innovate:
Conduct external benchmarking on talent trends and engage in innovative talent program design to stay ahead of best practices.
KEY SUCCESS PARAMETERS
MUST HAVE EXPERIENCE:
8+ Years in Human capital or Talent Management:
Proven track record in developing and executing global human capital and talent strategies.
HR Consulting:
Provided strategic consulting in Talent Strategy, Talent Management, or Succession Planning. Or possess broader HR experiences in organization design and effectiveness.
Project & Change Management Expertise:
Designed and implemented strategic global talent programs and communicated change initiatives effectively.
Ability to communicate with clarity and influence a wide range of stakeholders.
Strong analytical capability:
Leverage data analytics for key talent management decisions.
PREFERRED EXPERIENCE:
Educational Background:
B.A. in Industrial/Organizational Psychology, Business Administration, Management, Project Management, Human Resources, or related field.
Cross-Disciplinary HR Experience:
Experience across multiple Human Capital disciplines, understanding interdependencies and driving holistic solutions.
Depending on job-related knowledge, skills, and experience the base pay range listed below can flex up to an annual base salary of $200,000.
Skills:
Stakeholder Engagement; Influencing; Succession Planning; Stakeholder Management; Project Management; Talent Management; Human Capital Strategies; Human Resources Consulting; Change Management; Talent Strategy; Storytelling; Human Capital Analytics
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.
#J-18808-Ljbffr
Are you ready to be a part of one of the most iconic global brands in the world? The Coca-Cola Company, a leader in the beverage industry with a storied history of innovation and excellence, is seeking an experienced
Director, Global Talent Management & Succession Planning . This pivotal role within the Global Talent & Development Center of Expertise (CoE) offers a unique opportunity to shape and deliver our cutting-edge talent strategies.
At Coca-Cola, we believe that investing in our talent is key to our continued success. As the Director, Global Talent Management & Succession Planning, you will partner closely with our various business and people function stakeholders to shape, drive, and implement key elements of the talent strategy. This includes global succession planning, talent reviews (People Development Forums or PDFs), high potential identification and acceleration, talent insights & analytics, and slating of senior leadership roles. Additionally, you will play a key role in contributing to our Executive Leadership Team Talent agenda and key enterprise initiatives.
What do you bring?
To be successful and fulfilled in this role, you will need to bring a high level of excitement for and experience in human capital design, implementation, and talent management practices. You are engaged and find drive in thinking about big, complex opportunities for the business through the lens of talent.
In this role, you will work with senior business leaders, CoE members (including HR Technology), regional talent management, HR Business Partners, and other key stakeholders. You will gain full exposure to business leaders through various high-impact talent initiatives, including talent review forums and talent briefings. Be a part of a company that is not only renowned for its global brands but also for its commitment to fostering a culture of growth and excellence. Join us and help shape the future of talent at The Coca-Cola Company!
We are not looking for perfection and deep established expertise. We want someone who is curious, excited by the possibility of building something that drives business value, and scaling what works globally. For this, strong commercial acumen, data savvy, process orientation and eye for detail is key.
FULL FOCUS, SCOPE & IMPACT OF THE ROLE
Shape, drive and deploy talent strategy and practices
Shape Global Talent Practices:
Support the design and drive the company's various global talent planning and management strategies, ensuring alignment with our company’s strategic objectives. Lead end-to-end business process management, from initial analysis and assessment to design, implementation, and ongoing progress tracking and evaluation. Collaborate with the broader talent community to execute the strategy effectively, leveraging enhanced digitalization and visualization tools.
Develop PDF (People Development Forum) Approach:
We have strong routines that have been embedded well over time. This role will help identify opportunities for improvement and help standardize global approach.
Drive strategic alignment
Collaborate on (Senior) Leadership Slates:
Develop strong understanding and knowledge of the internal talent pool and build proactive plans for key talent for hard-to-find skills and roles. Partner with key business and talent stakeholders, including the external search team, to build leadership-level slates and consult on the selection process.
Enable Talent Community:
Run global routines to support the above process and ensure information flows smoothly and results in fast decision making.
Enhance Partnerships:
Act as the primary contact for partnerships with People Analytics, Employee Experience Hub, DE&I, and Talent Assessment teams to drive integrated solutions.
Steward data-driven decisions and insights
Provide Actionable Insights:
Generate and present quarterly Talent & Development insights for informed decision-making.
Leverage Analytics:
Utilize strong analytical skills to derive insights and develop data-driven talent strategies that drive growth.
Highlight Risks:
Proactively identify risks based on data and ensure appropriate actions are taken.
Foster continuous improvement
Consult and Advise:
Serve as a trusted consultant and subject matter expert on talent management best practices.
Cultivate Relationships:
Build and maintain relationships with senior leaders to ensure talent programs align with business needs.
Innovate Talent Frameworks:
Design and curate talent management frameworks, fostering continuous improvement and discipline.
Benchmark and Innovate:
Conduct external benchmarking on talent trends and engage in innovative talent program design to stay ahead of best practices.
KEY SUCCESS PARAMETERS
MUST HAVE EXPERIENCE:
8+ Years in Human capital or Talent Management:
Proven track record in developing and executing global human capital and talent strategies.
HR Consulting:
Provided strategic consulting in Talent Strategy, Talent Management, or Succession Planning. Or possess broader HR experiences in organization design and effectiveness.
Project & Change Management Expertise:
Designed and implemented strategic global talent programs and communicated change initiatives effectively.
Ability to communicate with clarity and influence a wide range of stakeholders.
Strong analytical capability:
Leverage data analytics for key talent management decisions.
PREFERRED EXPERIENCE:
Educational Background:
B.A. in Industrial/Organizational Psychology, Business Administration, Management, Project Management, Human Resources, or related field.
Cross-Disciplinary HR Experience:
Experience across multiple Human Capital disciplines, understanding interdependencies and driving holistic solutions.
Depending on job-related knowledge, skills, and experience the base pay range listed below can flex up to an annual base salary of $200,000.
Skills:
Stakeholder Engagement; Influencing; Succession Planning; Stakeholder Management; Project Management; Talent Management; Human Capital Strategies; Human Resources Consulting; Change Management; Talent Strategy; Storytelling; Human Capital Analytics
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.
#J-18808-Ljbffr