Director, Workforce Strategy & Organizational Effectiveness
Coca-Cola HBC, Atlanta, GA, United States
Reports to:
Vice President, Workforce Strategy, Organizational Effectiveness & Product 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.Data Driven, Human Capital Strategies, Influencing, People Strategies
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
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. #J-18808-Ljbffr
Vice President, Workforce Strategy, Organizational Effectiveness & Product 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.Data Driven, Human Capital Strategies, Influencing, People Strategies
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
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. #J-18808-Ljbffr