This job has expired, please see additional jobs below
Director of Talent Innovation
Coca-Cola Company
Atlanta, GA, United States
Job Details - this job has expired, please see similar jobs below
Position Overview:
Our people are our most important asset, our key growth driver, and our second largest investment. We recognize that we have a lot of (exciting / challenging / game changing) work to do in how we identify, manage, and grow people. We are rapidly charging a cliff toward a cultural transformation; we’ve changed our business strategy, operating model, and priorities as we chase growth and aspire to embody a growth mindset. All that’s left to change is us. We must change the way we show up, behave, do work, lead, and grow ourselves. We don’t know what the road will look like, what obstacles are ahead, or which forks we will take. At times, we are likely to venture off the road all together and will have to navigate the unknown. This role will be charged with paving this new path.
Function Specific Activities:
The Work Itself
The work ahead is intentionally undefined. Your job is to help us evaluate our talent practices, prioritize what we could rethink in service of growth, research and reimagine new solutions, experiment and learn, and eventually scale your designs to the world. To be successful you’ll need to approach work with curiosity, purpose, discipline, and imagination. You will be part investigator, data geek, scientist, artist, consultant, and teacher.
While the work ahead is undefined, we can share what previous iterations of this job have tackled. In the past four years, we have reimagined performance management, reset our priorities, definitions, and tools for segmenting talent, introduced more objectivity and data through executive assessment in service of succession management, modernized our approach to the people side of restructures, rewritten the way we interview and evaluate candidates, defined a global assessment strategy and more. All were informed by research, deep data analysis, experimentation, some failures, and continuous iteration. Sound like a lot? We are bold and ambitious and obsessed with driving innovative impact. And there is still so much more we can do! But we need you.
The Team
You’ll be part of a tiny but mighty team. This role sits on the Talent & Development COE Leadership Team and reports to the Global Head of Talent & Development. We are striving to work in an agile way which means that, while structurally, you won’t have direct reports, you will lead multiple project teams with members from across the HR community. You’ll form and disassemble teams as needed based on the work, people’s skills, and people’s development goals. You will always work arm-in-arm with the other members of the COE leadership team; you’ll support their work and they will support yours. Be prepared for passion-infused debates, brainstorms, critical reviews, and work sessions. As a whole we deliver much more than any of us could deliver on our own. Roll your sleeves up, dive in, speak up, listen, challenge, and help craft the best thinking in our field.
Success Profile
There isn’t just one. We are open to all sorts of educational backgrounds and previous roles. We care most about the impact you’ve had and the impact you can have.
• We are a Center of Expertise – we value bonafide expertise in talent management; bring a point of view and don’t be afraid to challenge convention.
• Be an exceptional architect and data nerd; starting with a strong grasp on data, measurement, and interpreting analyses to clearly define the problem and illustrate the opportunity ahead. Take a structure and scientific approach to shaping the solutions that have the biggest leverage point against those problems. Design an experiment with measurable outcomes. Finally, be open to failing, and admitting failure, to glean the learning and iterate towards success.
• To succeed you will need to be a change warrior; show us your ability to critically think and plan from strategy to execution, while managing a plethora of stakeholders. Getting people to change their behavior is not easy – what have you learned from your failures to drive change and what changes are you proudest to claim?
• Its not enough to design elegant solutions without building the organization’s capability to own them. You’ll need to be a teacher and consultant, making time to build awareness, understanding, mastery, and ownership. All the while, listening, seeking feedback, iterating, and advising the users of your designs so they can adjust for their context. And to do so in a world where everyone is busy and focused on their own priorities.
• A practiced juggler. Priorities shift, unanticipated needs arise quickly, teammates may need you to rally, and we chase multiple opportunities at a time. You will always have multiple balls in the air and its up to you to keep them going and to negotiate when its time to put one down. Those who enjoy the ambiguity and chaos will thrive. And we can promise that boredom will never be an issue.
Are you game to disrupt an institutional brand from the inside out? To hand craft a new era for us and for all our people? If so, we look forward to meeting you and welcoming you to this crazy cast of brilliant characters.
Job Requirements:
Years of Experience:7-10 Years Experience
Leadership Behaviors:
• DRIVE INNOVATION: Generate new or unique solutions and embrace new ideas that help sustain our business(encompassing everything from continuous improvement to new product and package innovation).
• COLLABORATE WITH SYSTEM, CUSTOMERS, AND OTHER STAKEHOLDERS: Develop and leverage relationships with stakeholders to approximately stretch and impact the System (Company and Bottler).
• ACT LIKE AN OWNER: Deliver results, creating value for our Brands, our System, our customers, and key stakeholders.
• INSPIRE OTHERS: Inspire people to deliver our mission and 2020 Vision, demonstrate passion for the business and give people a reason to believe anything is possible.
• DEVELOP SELF AND OTHERS: Develop self and support others' development to achieve full potential.
Growth Behaviors:
• GROWTH MINDSET: Demonstrates curiosity. Welcomes failure as a learning opportunity.
• SMART RISK: Makes bold decisions/recommendations.
• EXTERNALLY FOCUSED: Understands the upstream and downstream implications of his/her work. Tracks and shares external trends, best practices or ideas.
• PERFORMANCE DRIVEN AND ACCOUNTABLE: Has high performance standards. Outperforms her/his peers.
• FAST/AGILE: Removes barriers to move faster. Experiments and adapts. Thrives under pressure and fast pace.
• EMPOWERED: Brings solutions instead of problems. Challenges the status quo. Has the courage to take an unpopular stance.
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.