The Performance Enablement Process Lead will be responsible for designing and delivering processes, systems, tools, and programs to support and maintain our Performance Enablement strategy and practice across the organization. The immediate priorities in this role include dashboard development, feedback capability building, and piloting new approaches to transparency in the practice.

This role also focuses on proactively generating insights based on analysis and business input, complete with recommended improvements or requirements for processes and procedures. Success in this role requires tight collaboration with the global HR business partner community, business leadership, People Services, and Center of Excellence (COE) colleagues across disciplines. This role will report into the Talent Management Delivery Lead role within People Services, with a networked reporting relationship to the Global Director, Talent Innovation & Organizational Effectiveness leader within the Talent & Development COE.

What You’ll Do for Us

• Deliver Performance Enablement processes and materials that are agile and fit for a rapidly evolving business environment.
• Enhance current Performance Enablement processes to identify and fill process gaps and generate new ideas that help enhance the end solution, improve customer experience, and drive overall operational excellence.
• Research, identify and incorporate external leading best practices, innovation, and trends into the design of Performance Enablement solutions.
• Lead network project teams to develop and deploy new Performance Enablement content, training, and resources.
• Using a continuous improvement mindset, evaluate and improve organizational and Performance Enablement processes to deliver better talent outcomes and drive high performance.
• Provide subject matter expertise on the application and interpretation of Performance Enablement resources for HR partners and the broader business community.
• Coordinate with external partners to ensure consistent quality and impact of Performance Enablement solutions.
• Partner closely with network teams to ensure a consistent implementation of Performance Enablement practices, including:
  • Global Director, Talent Innovation & Organizational Effectiveness role to understand the strategy and vision for the practice to develop and deploy relevant resources and solutions.
  • Listening Platforms team to test and scale enhancements to the digital PE employee experience.
  • Learning and Development to build close alignment between Performance Enablement and learning and development approaches end-to-end.
  • People Analytics to evaluate adverse impact, reliability, validity, and utility.
  • Talent Management to embed Performance Enablement insights in global talent conversations and processes.
  • HR IT for data privacy, accuracy, and accessibility.
• Develop and maintain project plans supporting Performance Enablement programs and initiatives.
• Meet with decision makers, systems owners, and end users to define business, financial, and operations requirements and systems goals.
• Communicate process changes, enhancements, and modifications– verbally or through written documentation– to key stakeholders and the extended organization to drive common understanding.

Skills and Experiences You’ll Need

• Relevant Human Resources and/or Talent & Development experience; experience with performance management and feedback processes is a plus.
• Demonstrated expertise in transforming strategy into actionable solutions and overseeing the implementation process from start to finish.
• Demonstrated ability to evaluate internal and external research and data, and translate them into actionable insights and strategic solutions.
• Experienced project manager, with the ability to manage multiple projects simultaneously.
• Experience with process improvement methodologies and tools.
• Excellent communication and interpersonal skills, with the ability to collaborate and influence across different levels of the organization.
• Experience with HR technology and systems, data analysis and interpretation, and advanced application of Excel.
• Previous success in influencing without direct authority to effectively manage the needs of multiple stakeholders and clients.
• Excellent communication and interpersonal skills, with the ability to manage complex change management and collaborate and influence across different levels of the organization.
• Bachelor’s degree in Industrial/Organizational Psychology, Business Administration, Management, Project Management, Human Resources, or related field is preferred.

How This Role Can Support Your Career Growth

• Exposure to cross-functional teams and stakeholders, and the opportunity to build strong relationships across the organization.
• Opportunity to work on a variety of high-impact initiatives, and to lead and manage projects with significant visibility and impact.
• Deep exposure to performance management strategy and mechanics.
• Opportunity to develop and enhance key skills such as project management, change management, and strategic thinking.
• Opportunity to work on an agile, product-based team.

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.