Director, Talent & Development - Leadership

Job Description Summary:

The Director, Talent and Development - Leadership leads offerings and workstreams within the enterprise leadership development portfolio, with an initial emphasis on team and broad-based leadership development. The role turns portfolio strategy into practical, scalable experiences and ensures offerings are mobilized, adopted, measured, and continuously improved rather than simply created or made available. Reporting to the VP, Talent and Development - Leadership and Assessments, the role works across HR and talent teams, People Services, business stakeholders, and external vendors. 

Key Responsibilities 

Leadership Development Delivery 

• Lead offerings, projects, or workstreams within the leadership development portfolio, with an initial emphasis on team and broad-based leadership while remaining deployable across portfolio priorities. 

• 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:

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:

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):

City/Cities:

Travel Required:

Relocation Provided:

Job Posting End Date:

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.