Director, Talent Strategy & Succession

Join us at The Coca-Cola Company as the Director, Talent Strategy & Succession!

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 and dynamic Talent Strategy and Succession Director. This pivotal role within the Talent & Development Center of Expertise (COE) offers a unique opportunity to shape and deliver our cutting-edge talent and succession strategies.

At Coca-Cola, we believe that investing in our talent is key to our continued success. As the Talent Strategy and Succession Director, you will collaborate closely with our various business and people function stakeholders, to drive, and implement key elements of the talent strategy. This includes global succession planning, talent reviews (aka People Development Forums or PDFs), high potential identification, and talent acceleration talent analytics, and senior-level slating.

We are looking for someone with expertise in talent management, strategic consulting, project management, and talent analytics. Your experience in talent management frameworks, design, and discipline will be critical as you evolve our global succession practices and manage end-to-end project management, from analysis and assessment to design, implementation, and ongoing progress tracking and evaluation.

In this role, you will work with senior business leaders, COE members (including HR Technology), regional talent management and learning leaders, 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!

Full Focus, Scope, & Impact Of The Role

Shape, drive and deploy succession management strategy

• Shape Global Succession Strategy: Support the design and drive the company's global succession planning and talent segmentation strategy ensuring alignment with strategic objectives. This includes leading end-to-end project management, from initial analysis and assessment to design, implementation, and ongoing progress tracking and evaluation. As well as partnering with our employee experience organization to evolve and deploy HR technology, enhancing visualization tools as well as greater connection to development and career planning.
• Develop PDF Strategy: Oversee the annual approach for Talent Review processes and enhance talent reviews by incorporating senior stakeholder insights as well as information and decision flow.
  
  

Drive Strategic Alignment

• Collaborate on Leadership Slates: Partner with key business and talent stakeholders to build leadership-level slates and consult on the selection process.
• Enable Talent community: Support Senior Talent and Development Directors and their teams through strategic initiatives, including weekly operational reviews and talent briefings.
• 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.
  
  

Talent Assessment And Identification

• Implement Segmentation Strategy: Work with the Talent Innovation team to execute the High Potential Identification strategy effectively.
• Senior level slating: 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 closely with external recruiting to build strong succession pipelines.
  
  

Steward Data Analysis And Reporting

• Provide Actionable Insights: Generate and present quarterly Talent & Development insights to drive right decision making across different leadership stakeholders.
• Leverage Analytics: Utilize strong analytical skills to derive insights and develop data-driven talent strategies that drive growth. Highlight risks ahead of time based on data and ensure the right diagnosis is put into place so that the correct actions can be taken in time.
  
  

Foster continuous improvement

• Consult and Advise: Serve as a trusted consultant and subject matter expert, offering strategic guidance on talent management best practices and considerations.
• Cultivate Relationships: Build and maintain relationships with senior leaders to ensure talent programs align with business needs and priorities.
• 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 and enhance management practices.
  
  

KEY SUCCESS PARAMETERS

Must Have Experience

• 8+ Years in Talent Strategy & Management: Proven track record in developing and executing (global) talent strategies, with a focus on succession planning.
• Global Talent Strategy Leadership: Successfully led end-to-end global talent strategies that align with organizational goals.
• Talent Strategy Consulting: Provided strategic consulting in Talent Strategy, Talent Management, or Succession Planning to drive business outcomes.
• Project Management Expertise: Designed, planned, engaged, implemented, and monitored strategic (global) talent programs effectively.
• Stakeholder Influence: Successfully influenced a broad spectrum of global and cross-functional stakeholders to achieve strategic objectives.
• Change Communication: Effectively communicated change initiatives to a global and diverse audience, ensuring clarity and alignment.
• Analytics-Driven Decisions: Leveraged data analytics to inform and influence key talent management decisions.
• Strategic Balancing: Successfully balanced immediate needs with long term strategic goals, delivering impactful results.
  
  

Preferred To Have Experience

• Educational Background: B.A. in Industrial/Organizational Psychology, Business Administration, Management, Project Management, Human Resources, or related field with practical succession strategy experience.
• Cross-Disciplinary HR Experience: Experience across multiple HR or organizational disciplines, understanding interdependencies and driving holistic solutions.
• Technology Integration: Familiarity with the evolution and implementation of succession technology and visualization tools.
  
  

Skills

Influencing