Director, Talent & Development - Leadership

• Turn portfolio strategy and design direction into practical experiences, tools, resources, implementation plans, and measurement approaches.

• Coordinate vendor performance, user experience, access, communications, issue resolution, and service improvements in partnership with People Services and other delivery teams.

• Evaluate usage, experience, behavior change, and value to inform decisions to maintain, modify, scale, or retire offerings.

Mobilization and Field Enablement

• Ensure assigned leadership development offerings are mobilized, adopted, and embedded into leadership practice, not simply launched or made available.

• Partner with HR Business Partners and T&D field resources to understand needs, test approaches, enable local use, and clarify ownership for follow-through.

• Develop implementation guidance, communications inputs, enablement resources, and adoption plans in partnership with People Services and other functions.

• Document delivery roles, handoffs, governance, and support requirements so offerings operate reliably and do not depend on informal relationships.

Portfolio Integration and Continuous Improvement

• Coordinate with Succession and Assessments colleagues so leadership offerings reflect recurring readiness themes and relevant assessment insight.

• Analyze portfolio data and qualitative feedback, identify gaps or duplication, and prepare recommendations for HR leadership.

• Maintain external awareness of leadership and team development practices and contribute ideas to future portfolio choices.

Leadership Profile

• Practical and outcomes-focused, able to convert leadership development strategy into high-quality offerings and experiences.
• Collaborative across functions and geographies and comfortable coordinating delivery without direct authority.
• Uses data, user feedback, and structured problem solving to improve adoption and effectiveness.
• Brings strong vendor, project, and stakeholder management with attention to the leader and team experience.
• Balances operational discipline with flexibility as portfolio priorities evolve.

Qualifications and Experience

• Bachelor’s degree in Human Resources, Business, Organizational Psychology, Organizational Development, or a related field, or equivalent relevant experience.
• Typically 7 or more years of relevant experience in leadership development, team development, coaching, talent management, learning, project management, or a related field.

Location

Atlanta, Georgia, USA

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:

Pay Range:

: 0 - 0 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, 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.