Job Description Summary:

The People & Culture Partner serves as the people strategist for the Global People and Culture (P&C) function, comprised of over 500 associates across Center of Expertise, Center Function leadership, Operating Units, and People Services. The role translates the People and Culture strategy into a forward-looking people agenda, and is accountable for shaping and driving talent, leadership, performance, capability and culture outcomes. Working closely with the HRLT, the role holds end-to-end accountability for the P&C agenda within its portfolio, mobilizing the right expertise to deliver business impact.

RESPONSIBILITIES:

Talent & Succession Management

• Lead and facilitate succession planning for global P&C and build pipelines for critical and hard-to-fill talent segments in partnership with Talent teams and business leaders.

• Facilitate talent reviews and leadership assessments, bringing direct insight on performance, potential, readiness and leadership behaviours to strengthen talent decisions.

• Identify talent and succession risks, define mitigation actions, and provide ongoing feedback to Talent teams on successor readiness, development progress, retention risks and emerging talent needs, especially movement of high potential and successor talent.

• Help leaders translate development priorities into meaningful experiences through stretch assignments, expanded scope, projects, mobility and work design.

Functional Capability Building

• Shape capability-building priorities aligned to enterprise, OU and function plans, bringing business context and insight on capability gaps.

• Partner with learning and talent teams on targeted interventions where necessary.

• Monitor progress against capability roadmaps and provide proactive feedback for adoption and embedding.

• Build and operationalize routines that track impact of capability initiatives.

Organization Effectiveness

• Diagnose organizational challenges impacting performance, including structure, roles, interfaces, decision rights, spans, layers and ways of working.

• Shape and support organization design and workforce planning activities.

• Drive simplification and productivity by identifying organizational friction, removing unnecessary complexity and improving role clarity and decision making.

• Bring a forward-looking workforce perspective across capability, productivity, location and future skill requirements.

AI & Workforce Transformation

• Partner with leaders and Digital, AI and functional technology teams to identify opportunities to leverage AI and automation in workforce design.

• Support workforce transition and reskilling by assessing the impact of technology adoption and preparing leaders for evolving human–machine operating models.

• Bring insight on how technology is reshaping roles, skills, behaviors and work, helping leaders redesign work so AI and automation create capacity for higher-value activity.

• Provide feedback on adoption barriers, employee experience and emerging workforce needs.

Leadership Partnership

• Serve as trusted advisor to VP and Director-level leaders.

• Coach leaders on talent, organization, leadership effectiveness and succession.

• Mobilize the broader P&C network to deliver integrated solutions and outcomes.

• Use data, business insight and organizational judgment to challenge assumptions and support clear choices and trade-offs.

• Focus leadership attention on the people and organization decisions that will have the greatest impact on performance.

• Connect insights from employees, teams and the work itself back into broader talent, capability and organization decisions.

Change Leadership

• Support major transformation initiatives and adoption of new operating models and ways of working.

• Lead stakeholder engagement and monitor readiness and change effectiveness.

• Connect transformation design to employee/leader experience and feed implementation insight back into transformation teams.

REQUIREMENTS:

• Bachelor's degree in Human Resource Development, Psychology, Organizational Development, Behavioral Sciences, or related field required.

• 10+ years of prior relevant partnership experience in Human Resources for a large-scale organization required

• Expertise in business consultation with a proven track record of developing solutions for complex scenarios required

• Ability to execute a strong level of confidentiality

• Expertise in talent acquisition, employee and labor relations, and communications required

• Knowledge of total rewards, succession planning, and organizational capability & development.

What We Can Do For You:

• Exposure to World Class Leaders: Availability to global leaders that will expand your network and exposure you to emerging technologies and techniques.

• Inclusive Workplace: The Coca-Cola Company is committed to fostering an inclusive workplace. We value and celebrate diversity, which leads to a stronger, more competitive company that can better serve our customers and communities.

• Community of Belonging: We’re an organization that believes our ability to continually grow and build the right atmosphere where people feel safe and empowered, lets you bring your best self to work.

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: United States: 186,000 - 226,500 USD

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: 50 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.

Long-term Incentive Reference Value Percentage: 20 Long-term Incentive reference value is a market-based competitive value for your role.

Location(s): United States of America

City/Cities: Atlanta

Travel Required: 00% - 25%

Relocation Provided: Yes

Job Posting End Date: October 16, 2026

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.