Director, Talent Management

Job Description Summary:

The role of the Director, Talent Management is to ensure alignment between the OU's talent management priorities with global strategies and initiatives. This role will collaborate closely with business leaders, HR teams, and corporate functions to develop a robust talent pool, drive succession planning, and support diversity and inclusion goals across the region. The key mandate of this role is to execute the talent strategy to build the local succession bench and develop Leaders. This role requires deep subject matter expertise in Talent Management and should provide consulting advice and support to HR and business leaders on topics such as succession management, pipeline development, performance enablement, assessments, talent segmentation, and strategic investment choices to advance talent within the company.

What You’ll Do for Us:

Serve as the Talent & Development Consultant working in close partnership with the HR and local business leaders to drive our talent priorities in the context of the growth strategy for the business. This includes:

• Collaborating with the HRBPs and Business Leadership to align the OU's talent priorities with the Global Talent Strategy.

• Developing fit-for-purpose talent strategies and ensuring that the talent & development agenda supports building the talent pipeline for future growth.

• Safeguarding the success and commercialization of talent processes for the OU while tracking global talent metrics.

• Leading 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.

• Providing deep consulting support on topics requiring subject matter expertise such as assessments, performance enablement, talent segmentation, etc.

• Serving as a talent agent for Pipeline Talent Experience; providing consulting advice on career and development.

• Acting as a performance and development coach; investing in building and executing programs to support high-potential talent development.

• Being a data and insights expert; reporting the effectiveness of our talent management strategies to the business periodically and ensuring course correction at appropriate intervals.

• Staying well connected to the external marketplace, bringing in best practices and learnings from growth companies. Being well-read and informed on external trends and what drives the best outcomes from a talent management standpoint.

• Ensuring compliance with local legislative requirements.

Strategy and Change Management

• Influences and develops leaders to promote a performance culture through effective utilization of tools People Development Forum (PDF), Succession Planning, Performance Enablement (PE) 

• Ensures effective implementation and integration of Global Talent Center of Excellence (COE) solutions 

• Provides organization development support through business changes 

Talent and Development

• Is an expert in various Coca-Cola talent and development tools 

• Uses Talent data to make recommendations and identify trends 

• Leads Talent Planning process, outcomes and follow up actions 

• Partners with Recruiters on talent pipeline and planning 

• Consults business on using Performance Enablement tools and resources 

• Curates development experiences in partnership with business leadership teams to support development plans 

• Builds leadership capability through coaching and advice 

• Coaches line managers in career development practices to support their own development and/or that of their people. 

What We’re Looking For:

• Bachelor’s degree in Human Resource Management, Business or other related field.

• 8-10+ years’ experience in talent strategy for a business; Proven consulting experience in working with executives and senior leaders. Experience working in a variety of Leadership Development roles is highly desired

• Preferred: Master or Post Graduate Degree in Leadership Development, Organizational Psychology, HR Management

• Proven ability in managing and guiding talent management frameworks, performance systems, and employee development programs.

• Strong track record in organizational design, including executive succession strategies and leadership development initiatives.

• Demonstrated expertise in bringing modern learning strategies and future-of-work concepts to life within a large organization.

• Adept at talent analytics and using data-driven insights to influence and drive talent decisions.

• Seamless integration of D&I strategies into broader talent management efforts.

• Acute business acumen that aligns with strategic HR practices.

• Exceptional stakeholder management capabilities, with a cooperative and highly communicative working style.

Functional Competencies:

• Customer Focus and Consulting -   Focuses on understanding the requirements of customers.  Helps customers solve business problems through diagnostic thinking, effective questions and creative thinking.  Manages expectations and builds strong collaborative win-win relationships to deliver on key goals. Is able to challenge constructively and knows when this needs to be done. Provides thought leadership, ideas and a point of view.

• Talent Strategies – Ensures a deeper bench of replacement talent by implementing strategies for high potential identification and acceleration, assessment, succession planning, career development planning and talent movement. Coaches line managers in career development practices to support their own development and/or that of their people. Conducts needs analysis to create learning and development plans.

• Business Acumen - Understands and demonstrates an understanding of the business, priorities, opportunities and challenges and external influencing factors.

• Needs Assessment/Analysis:  Knowledge of and ability to perform needs assessment (analysis).  This includes the ability to survey, interview, collect, and analyze data.

• Project Management -   Ensures the completion and implementation of projects or programs on time and within budget and, when needed, updates projects goals and plans to meet evolving needs. Conceptualizes and articulates meaningful outcomes and deliverables.  Knows when to communicate project issues and progress. 

• Change Management - Helps clients plan and lead change effectively by using consulting skills and providing relevant change frameworks, tools and capability building for clients.

• Group Facilitation and Communication - Leads a group through a process to achieve a desired outcome.  Develops open, effective communication practices across the organization to improve individual and business achievement and performance. Seeks input from key stakeholder audiences.  Shares information openly and honestly and facilitates dialogue.  Incorporates research into planning decisions.

• Measurement and Evaluation - Knowledge of measurement and evaluation methodology and ability to design systems to measure the impact of tools, processes, and learning interventions on people performance.

• Coaches line managers in career development practices to support their own development and/or that of their people. 

What We Can Do for You:

• Provide a platform where you can directly influence the strategic direction of our human capital, shaping the future leadership of The Coca-Cola Company.

• Foster a networked community that values transparency and agility, supporting continuous improvement and a dynamic approach to talent management.

• Offer leadership opportunities that propel your professional journey, affording you the chance to lead impactful and strategic enterprise-wide initiatives.

• Embrace and elevate your strategic thinking, providing a nurturing environment where your problem-solving prowess and collaborative spirit can thrive.

What can help you to be successful in the role?

Growth Behavior:

• Growth Mindset: Demonstrates Curiosity. Welcomes failure as a learning opportunity.

• Smart Risk: Makes bold decisions/recommendations.

• Commercially Focused: Understands the upstream and downstream implications of his/her work.

• Performance Driven & Accountable: Has high performance standards. Outperforms her/his peers.

• Fast/Agile: Removes barriers to move faster. Experiments and adapts. Thrives under pressure and fast pace.

• Empowered: Brings solutions instead of problems. Challenges the status quo. Has the courage to take an unpopular stance.

Leadership Behavior

• Act Like an Owner: Deliver results, creating value for our brands, our System, our customers and key stakeholders.

• Collaborate with the System, Customers and Key Stakeholders

• Develops Self and Others: Develop self and support others' development to achieve their full potential.