Director, Workforce Strategy & Organizational Effectiveness

Job Description Summary:

Director, Workforce Strategy & Organizational Effectiveness

Reports to: Vice President, Workforce Strategy, Organizational Effectiveness & Program Management.

Team: Individual Contributor role (may lead small pods / dotted-line squads); heavy networked collaboration.

Overview:
We are seeking a strategic, collaborative, and intellectually curious leader to join the Talent & Development COE. This role supports the VP in translating business strategy into integrated workforce, organizational, and execution plans. Operating within the Global T&D COE and across the Global People & Culture Function, this role supports enterprise workforce planning, organizational design, ensuring the organization has the right talent, structure, and capabilities to achieve business objectives. This is achieved through data-driven insights and scalable organizational models.

We are building a modern, scalable approach to workforce strategy, organizational effectiveness, and people products - with a strong emphasis on decision-quality, adoption, and measurable outcomes.

This is an ideal role for a consultative leader who thrives in rapidly evolving environments, is excited to “build”, can bring structure without bureaucracy, and excels at influencing across a network rather than relying on a large direct team. While this role is strategic, it is equally critical that the candidate bring a consulting approach and is comfortable in owning work delivery and outputs from concept to completion.

Key Responsibilities:

Workforce Planning & Strategic Insights

• Build and evolve workforce planning approaches that translate business strategy into forward-looking headcount, capacity, skills, location, and workforce mix implications.
• Partner with Finance/FP&A, HRBPs, and People Analytics to develop scenario planning (e.g., base, growth acceleration, cost-constrained) with clear assumptions and actions.
• Establish workforce analytics, scenario planning, and executive-ready insights to support leadership decision-making.
• Support planning needs created by organizational change, restructuring, or shifts in strategy.
• Partner with Talent Acquisition, Enterprise Capabilities, Talent Strategy, Global Assessments and Total Rewards to address workforce gaps and future capability needs.

Organizational Design & Organizational Effectiveness

• Support identification and establishment of organizational design standards, frameworks, and governance.

• Assist VP and function leaders to evolve standards in design including organizational structures, operating models, spans and layers, and role clarity.
• Support organization assessments and redesigns to enable growth, transformation, restructuring, or post-merger integration.
• Review organizational design decisions to ensure alignment with talent strategy, performance management, and leadership development.
• Embed change management and communication strategies to drive adoption and sustained effectiveness.

Influence & Partnership

• Act as a trusted advisor to the VP, COE, and People function on workforce and organizational topics.
• Lead and develop best practices across workforce planning, organizational design, and organizational effectiveness.
• Partner closely with HR Centers of Excellence (Total Rewards, Enterprise Capabilities, Talent Strategy, People Analytics, etc.) to drive integrated people solutions.
• Collaborate with Finance, Strategy, and Operations to ensure alignment between people strategy and business execution.
• Influence creation and adoption of data-driven, enterprise-wide approaches to organizational and talent decisions.

Governance, Metrics & Continuous Improvement

• Define and track KPIs related to workforce health, organizational effectiveness, and program outcomes.
• Ensure compliance with labor laws, internal policies, and ethical standards across workforce planning and organizational changes.
• Continuously improve HR frameworks, tools, and methodologies to increase organizational agility and execution effectiveness.
• Support the VP in running key data gathering and decision forums / routines
• Build and maintain standardized processes, templates, and toolsets

• Stay connected and informed on business strategy and future of work decisions that will inform/impact forward-looking human capital planning, including growth strategy, org design, operating model, product model, Digital/AI investment

Who You’ll Work With

This position will work across a vast network of stakeholders, including:

• Business Leaders (OU/FN)
• HR Business Partners
• Talent & Development COE (Talent Strategy & Succession, Talent Development & Leadership, Talent Acquisition, Enterprise Capabilities, Assessments)
• Total Rewards
• Finance/FP&A
• Strategy & Operations
• People Analytics & HRIS
• Change/Communications partners

What We’re Looking For

Required Qualifications

• 7–10+ years of experience across HR/workforce/human capital strategy (including workforce planning, org effectiveness, org design), people analytics, strategy & transformation consulting, or related fields.
• Demonstrated ability to build and scale processes in low-maturity environments (from “ad hoc” to repeatable).
• Strong research, benchmarking, analytical and storytelling skills: ability to source and turn (manipulate/translate) data into clear insights, tradeoffs, and decisions.
• Proven cross-functional influence: ability to lead through networked partnerships without direct authority.
• Experience developing executive-ready deliverables (presentations, scenario packs, decision memos, white papers, dashboards, and recommendations).

Preferred Qualifications

• A Masters degree or MBA is preferred.
• Experience partnering closely with FP&A on headcount/cost governance and planning cycles.
• Familiarity with product management concepts and delivery
• Exposure to skills-based planning or capability/skills frameworks (even if still maturing).
• Experience supporting operating model transformations and post-restructure/acquisition stabilization.
• Comfort working with HR systems and analytics environments (e.g., HRIS, BI tools) and translating requirements for technical teams.

Skills & Attributes That Will Help You Thrive

• Structured problem-solver who can simplify complexity and create momentum.
• Practical and outcome-driven; avoids over-engineering.
• Executive presence with a collaborative, low-ego style.
• Strong facilitator: can run working sessions that produce decisions, not debates.
• Bias for action; comfortable iterating with imperfect data and improving over time.

Why Join This Team

• Build capability with an industry-leading Global enterprise.
• High visibility, high impact role at the intersection of business strategy, finance, and people outcomes.
• Opportunity to shape how the organization plans, builds capability, and evolves its operating model—especially during a period of growth and change.
• Iconic & Innovative Brands: Our people support a portfolio of some of the most popular brands in the world, including Coca-Cola, Sprite, Fanta, Smartwater, Vitaminwater, BODYARMOR, Powerade, Simply, Minute Maid, Fairlife, and Topo Chico.

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:

Agile Methodology, Business Process Modeling, Change Management, Cloud Platform, Communication, Data Flow Diagram, DevOps, Digital Transformation, Enterprise Architecture Framework, Microsoft Azure Databricks, Microsoft Office, User Experience (UX)

Pay Range:

$164,000 - $193,000

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:

No

Job Posting End Date:

March 19, 2026

Shift:

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.