Senior Director, Global Assessment & Performance Enablement Strategy

The Senior Director, Global Assessment & Performance Enablement Strategy will be responsible for developing, supporting, and maintaining our talent assessment strategy and frameworks while driving consistency across the globe. This position reports to the Senior Vice President of Global Talent, Development and HR System Partnerships. The immediate priorities include expanding our talent assessment capabilities and building close alignment between assessment, talent acquisition, learning and development, enterprise capabilities and succession planning. This role also focuses on proactively generating insights based on analysis and business input, complete with recommended improvements or requirements for processes and procedures. In addition, this role is responsible for leading our Performance Enablement practice. Success in this role requires tight collaboration with the global HR business partner community, business leadership, and CoE colleagues across disciplines.

• Deliver talent assessment processes that are aligned with Coca-Cola's global talent priorities, including selection, leadership development, succession planning, performance management, and the identification of functional capabilities & skills.
• Research, identify and incorporate external leading best practices, innovation, and trends into the design of assessment solutions.
• Using a continuous improvement mindset to evaluate and improve organizational and talent assessment processes on an ongoing basis
• Represent TCCC as an SME for these tools, serve as the decision owner for any new tools introduced, and continually monitor the efficacy of the existing tools.
• Help leaders with the right interpretation, as well as ensure continuous measurement to ensure our tools are valid, defensible and safe.

• Devise strategy and continuous improvement approach for PE.
• Be the decision owner on any deviations or changes to approach, any new implementation of technology, any redesign of questions or changes to the measurement approach.
• Conduct research on best-in-class Performance management/ enablement approaches in the industry, and always keep TCCC ahead of benchmarks.
• In partnership with Employee experience hub and the data and insights team, conduct annual reporting of data in PE and report out insights to leadership.
• Partner with employee relations and legal on any risk management that may emerge from PE, including guidance on handling disputes related to the practice.
• Work with our Employee experience hub (EEH) and HR partners to develop and deploy calibration tools and any communication material related to PE on an annual basis.

• Be the owner of the assessment strategy and help design capability assessment activities such as in-person assessment centers or virtual work simulations. Within the assessment center itself, be the SME for our assessment tools (Hogan, Ravens, etc.) and help guide the calibration discussions to incorporate data from these tools.
• Partner with the enterprise capabilities team on development of all the tools needed for measurement of skills. In 2025 and 2026, this means the development of a virtual work simulation for Franchise Leaders, the introduction of capability-focused questions into the interview process, and the validation of any other assessment tools implemented in the enterprise capabilities space.
• Partner with the skills strategy team on the development of any approach related to assessment of skills. This work will have key focus in 2025 and 2026 as we are landing approach as well as determining road map for appropriate use cases. Will partner with the EEH team and others as we consider the right external vendor to provide us with technology-based assessment solutions.

• Utilize internal data and external talent trends to identify root cause of talent challenges.
• Ensure all assessment practices are equitable, legally defensible, and adhere to local laws or work requirements
• Partner with our internal metrics and measurement partners to evaluate the impact of assessment resources across the business and adjust the application of these resources as needed to generate a positive ROI.
• Communicate process changes, enhancements, and modifications- verbally or through written documentation- to key stakeholders and the extended organization so that issues and solutions are understood.
• Collaborate closely with the SVP of Talent & Development to guide any future methodology or implementation of current methodology of the People Selection Forums (PSFs). This includes validation of approach with legal as needed.

• Provide subject matter expertise on the application and interpretation of assessment resources for HR partners and the broader business community
• Deliver education and support to HR partners and business stakeholders as needed to support the impact and use of assessment data or practices.
• Partner closely with peer teams to ensure a consistent implementation of assessment practices, including:
• Learning and Development to build close alignment between leadership assessment and learning and development approaches end-to-end.
• People Analytics to evaluate adverse impact, reliability, validity, and utility.
• Talent Management to embed assessment insights in global PDF processes.
• Talent Acquisition to integrate assessment in external hiring practices.
• HRIS/IT for data privacy, accuracy, and accessibility.

• Assist in conducting research on relevant assessment products in the marketplace to justify recommendations and to support purchasing efforts.
• Coordinate with external partners to ensure consistent quality and impact of assessment solutions. This includes RHR, Aon, Valence, Gibson Hallmark etc.
• Coordinate with decision makers, systems owners, and end users to define business, financial, and operations requirements and systems goals.

• Manage a mix of direct and indirect reports to maintain, grow, and track our ongoing assessment practices.
• As a member of the Talent & Development Leadership Team, participate in and lead hiring, calibration, development and team engagement initiatives.

• Provide a platform where you can directly shape the way we assess talent across the organization, shaping the future leadership and growth of The Coca-Cola Company.
• Offer leadership opportunities that propel your professional journey, affording you the chance to lead impactful and strategic enterprise-wide initiatives.
• Embrace and push your strategic thinking, providing a nurturing environment where your problem-solving prowess and collaborative spirit can thrive.
• Provide valuable experience working on large collaborative projects to help you grow professionally and learn from many specialized stakeholders

• MA or Ph.D. in Industrial/Organizational Psychology is required.
• Total experience of about 10 years is essential, with about 3 - 5 years of experience in Talent Management, Talent Development or related areas
• Experience maintaining, and implementing talent assessments for selection, talent development, and preferably, performance management activities.
• Experience in measurement/ analytics (data collection, analysis and interpretation) to support fact-based, predictive decision making.
• Experience managing direct reports is preferred. Previous success in influencing without direct authority to effectively manage the needs of multiple stakeholders and clients.
• Experience managing multiple projects simultaneously through collaboration with both direct reports and matrixed team members.
• Previous success leading large scale, complex enterprise-wide change initiatives.
• Excellent communications skills with the ability to develop and build relationships across all levels of the organization and across all businesses, globally.
• Highly organized and strong time management skills.
• Ability to work in a fast paced, changing environment with minimal direction.
• Interest in working on a small, agile team in a networked environment.