# Senior Director, Talent & Development - Performance and Culture at Coca-Cola

Coca-Cola is hiring a Senior Director, Talent & Development - Performance and Culture in Atlanta, United States. It pays $186k-$227k a year and Level rates it Little AI ●○○○; you can [apply on Coca-Cola](https://jobsbylevel.com/go/44a9225b-77ee-4fda-8635-5d26497e5ca9?utm_medium=ai-agent).

AI Level 1, AI centrality 32 out of 100. US - GA - Atlanta.

## Details

- Company: [Coca-Cola](https://jobsbylevel.com/companies/coca-cola)
- AI level: AI Level 1 (score 32 out of 100)
- Location: US - GA - Atlanta
- Salary: $186k-$227k
- Posted: October 22, 2026
- Apply: https://jobsbylevel.com/go/44a9225b-77ee-4fda-8635-5d26497e5ca9?utm_medium=ai-agent
- Free CV review for this job: https://jobsbylevel.com/cv-review?job=senior-director-talent-development-performance-and-culture-at-coca-cola-008968

## Description

Job Description Summary: The Senior Director, Performance and Culture leads a portfolio of enterprise Talent and Development priorities that are critical to delivery of the People and Culture Long Range Plan. In the near term, this includes Performance Management re-design and defining our culture and leadership behaviors. The role leads initiatives like a product owner: convening a diverse project team, designing solutions, guiding implementation of the solution, monitoring success, and then transitioning the solution to a sustainable operating model before redeploying the team to the next enterprise need. Reporting to the Senior Vice President, Talent and Development, this leader directly manages four individual contributors, with indirectly responsibility for project team members across global P&C and other functions required to deliver the outcomes. Key Responsibilities LRP Portfolio Strategy and Leadership Lead a portfolio of enterprise Talent and Development priorities required to deliver the Long Range Plan, establishing the strategic direction, outcomes, roadmap, governance, and resource model for the work. Lead the portfolio through a multi-year lifecycle: design the solution, mobilize it globally, monitor adoption and impact, establish the long-term operating model, and redeploy the team to the next LRP priority. Current priorities include deliver our goal to have a high performance culture by strengthening performance accountability in performance enablement and differentiation, and translating the Company strategy into a clear culture narrative and leadership behaviors; the portfolio will evolve as LRP needs change. Enterprise Product Ownership Operate as the senior product owner for the portfolio, maintaining accountability for the business problem, intended users, enterprise value, solution coherence, and results rather than for completion of isolated HR activities. Make portfolio-level choices about scope, priorities, minimum viable solutions, investment, technology, vendors, and tradeoffs across initiatives. Ensure that enabling tools, processes, data, governance, and experiences are designed and delivered, partnering with People Services or other experts as required. Define measures of adoption, behavior change, user experience, and business impact; use evidence to refine solutions and determine when they are ready to transition into sustainable ownership. Own the success of the solution, not just the design, evaluating effectiveness in improved performance accountability and decision speed, and removing barriers to adoption. Global Stakeholder Alignment and Mobilization Establish and lead cross-functional enterprise teams that draw on T&D resources, HR Business Partners, People Services, business leaders, and other functions needed to solve each priority. Build alignment with global P&C leadership, Total Rewards, T&D leaders, senior business sponsors, and enterprise governance forums on the problem to solve, design choices, decision rights, and expected outcomes. Navigate competing enterprise, business, geographic, and user needs; surface tradeoffs and secure timely decisions without diluting the strategic intent of the solution. Clearly indicate where global consistency is required in product deployment vs. where local flexibility can exist Team and Delivery Leadership Lead and develop a team of two Senior Director I and two Director roles, setting clear accountabilities while deploying talent flexibly across the portfolio. Act as a player-coach by personally co-leading a critical enterprise initiative, initially the performance enablement redesign, while maintaining oversight of the broader portfolio. Build strong product ownership, strategic problem solving, T&D, stakeholder management, and mobilization capability across the team. Manage wider-impact programs, external partners, budgets, and resources that span functions and Operating Units. Candidate Profile Enterprise-minded and commercially grounded,

The description is cut here. Read the full offer: https://jobsbylevel.com/jobs/senior-director-talent-development-performance-and-culture-at-coca-cola-008968

Source: https://jobsbylevel.com/jobs/senior-director-talent-development-performance-and-culture-at-coca-cola-008968

## Cite this page

Level. https://jobsbylevel.com/jobs/senior-director-talent-development-performance-and-culture-at-coca-cola-008968.

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