Director, People & Culture

Director, People & Culture – The Coca-Cola Company

Purpose of the Role

The People & Culture Director in The Coca-Cola Company is one of the most critical human resources roles that combines the core skills of organization consulting, operational leadership, and people subject matter expertise to deliver on the people and culture strategy for the organization.

This role will partner closely with the Global Development & Innovation leaders in EMEA and APAC and is responsible for leading the communication, socialization and implementation of global and function-specific People & Culture strategies & initiatives. The areas of focus include talent management & development, organization design & effectiveness, fostering a supportive and growth-oriented culture, performance management & rewards – all in service of accelerating the achievement of short- & long-term business plans. To do this the role holder needs to lead with empathy, engage with intelligence, and deliver with passion, displaying all the leadership behaviors that enable a culture of high performing authentic team.

Global Development & Innovation is part of the Technical Innovation & Supply Chain team and has a global footprint. The scope of this role will encompass the EMEA Innovation Center based in Belgium, supporting Europe, Eurasia Middle East (EME) and Africa Operating Units as well as the APAC region including the Greater China & Mongolia (GCM) Innovation Center located in China, the Japan South Korea (JK) Innovation Center located in Japan, the India South West Asia (INSWA) Innovation Center located in India and the ASEAN & South Pacific (ASP) Innovation Center located in Singapore.

Key Accountabilities

People Strategy

• Lead the development of people plans linked to business plans – integrated with our enterprise and the function people strategy.
• Design and implement innovative high-impact people strategies and programs that allow the organization to attract and retain and invest in the best talent and reward high performers.
• Develop and drive fit-for-purpose integrated talent & succession planning, talent development, and performance management strategies to build internal and external talent pipeline, ensuring a sustainable bench of growing and ready now talent for key positions throughout the organization.
• Partner effectively with COEs and People Services in the areas of Talent Development, Employee Relations, Talent Acquisition, Reward, and Employee Engagement.
  
  

Stakeholder Engagement

• Proactively engage, influence, and partner with senior business leaders across EMEA and APAC to deliver HR solutions aligned with diverse regional, cultural, and business needs.
• Build trusted advisory relationships with demanding and fast‑paced leaders, confidently balancing advocacy, challenge, and support to drive sustainable people outcomes.
• Navigate complex, multi‑region stakeholder landscapes, collaborating closely with local HR teams and COEs to ensure globally aligned, locally relevant execution.
• Demonstrate leadership presence and strong influencing skills to guide decision‑making where priorities are competing and expectations are high.
• Create productive visibility and alignment across the Coca‑Cola Network, connecting regional insights, best practices, and enterprise priorities.
  
  

Business Partnership

• Partner with leaders on workforce planning and organization design, linked to the strategic vision and current priorities of their organization and the overall function.
• Act as a coach and trusted business advisor to influence business leaders in the areas of leadership, organization effectiveness, change, organization architecture, building capability, and the implications of short and long-term decisions and strategies.
• Ability to translate external business trends into internal organization actions.
• Ability to understand the general business conditions (e.g., social, technological, economic, political, environmental, and demographic trends) that affect our industry.
• Steward the Company culture by bringing the leadership framework to life by leading with heart and mind; partner with leadership team to identify thematic areas of creating and sustaining engagement.
  
  

Desired Candidate Capabilities

• Curiosity and interest in business acumen
• Learning agility
• Consulting mindset
• Strong communication skills
• Problem Solving – can bring structured thinking to complex topics
• Ability to understand and craft current and future people and culture roadmaps
• Flexibility and capacity to juggle many priorities concurrently
• Consistent display of the company’s leadership and growth behaviors
• Highly collaborative working style with ability to independently execute tasks and deliver results
  
  

Experience & Background

• Bachelor's Degree, Human Resources or related field, or relevant experience required; postgraduate degree in related field or MBA is a plus.
• 6+ years of progressive experience in Human Resources with minimum 3 years in a strategic HR business partner role.
• Excellent interpersonal skills combined with well-developed cultural awareness skills, given that the role will collaborate with employees and leaders across different countries and multiple stakeholders within the broader KO System.
• Highly collaborative working style with ability to independently execute tasks and deliver results.
• Strong & effective communication skills – ability to engage with audiences at all levels of the organization.
• Fluent written and spoken English is required. Additional languages are desirable.
  
  

Key Experiences Include

• Experience in working on organizational transformation/change; enterprise projects with a global footprint.
• Experience in working with senior leaders
• Previous experience working with different countries & cultures.
• Strong people leadership capabilities and ability to influence and work through others.
• Previous consumer goods, manufacturing or distribution experience is preferred.
• Must have previous experience with Talent Management, Organizational development/effectiveness, employee/labor relations, and change management.
  
  

Travel Requirements

Travel to Europe or within Asia Pacific will represent about 20% of the time.

Time zone

This role will support the APAC and EMEA region and therefore flexibility in working hours to support both geographies will be required.

No relocation provided.

Career Group: cf-C, Director

Location: Singapore or Tokyo (Japan)

Change Management, Coaching, Communication, Conflict Resolution, Group Problem Solving, Human Resource Information Systems (HRIS), Human Resources (HR), Leadership Training and Development, Onboarding, People Management, Performance Management (PM), Recruiting, Succession Planning, Talent Acquisition, Waterfall Model, Workforce Planning

Location(s):

Singapore

City/Cities

Singapore

Travel Required

00% - 25%

Relocation Provided:

No

Job Posting End Date

April 29, 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.

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.