Director, Talent & Development

The Director, Talent & Development ensures alignment between the OU’s talent priorities and global strategies and initiatives. This role partners closely with business leaders, HR teams, and corporate functions to build a strong talent pipeline, drive succession planning, and advance capability-building goals across the region.

The core mandate is to execute the talent strategy to strengthen the local succession bench and develop leaders. The role requires deep expertise in talent management and provides strategic counsel to HR and business leaders on succession planning, pipeline development, performance management, assessments, talent segmentation, and investment choices that accelerate talent growth across the company.

What You’ll Do For UsServe as the Talent & Development consultant, partnering closely with HR and local business leaders to advance talent priorities in support of the business growth strategy. This includes:

Develop and implement the OU’s long-term talent strategy, aligned to the global talent agenda and guiding principlesAnalyze talent data to identify trends, spotlight priorities, and make recommendations. Partner with OU/function and HR leadership teams to assess business needs and define the right talent solutions.

Define and implement processes, metrics, routines, and programs that activate the long-term talent plan. Lead talent and succession management, performance management, executive development, onboarding, talent marketplace strategies, and strategic workforce planning.

Influence and develop leaders to strengthen a high-performance culture through effective use of tools such as Talent Segmentation, People Development Forum (PDF), Succession Planning, and Performance Enablement (PE). Act as a performance and development coach, curating and delivering programs and development experiences for high-potential talent in partnership with business leadership teams.

Serve as a data and insights expert by reporting on the effectiveness of talent strategies and driving course correction where needed. Stay closely connected to the external market, bringing in best practices, emerging trends, and insights that strengthen talent outcomes. Ensure compliance with local legislative requirements. Build and strengthen the internal talent pipeline for future leaders:

Build a deeper and more diverse internal talent bench by implementing strategies for high-potential identification and acceleration, assessment, succession planning, career development, and talent movement. Lead PDF strategy, design, and facilitation at the OU level.

Partner with OU/function business leaders, HR leadership teams, and Talent Acquisition to effectively leverage internal and external talent pools for succession planning, talent pipelining, hiring, and proactive workforce planning. Curate development experiences in partnership with business leadership teams to advance plans for key talent.

Coach line managers on career development practices that support their own growth and the growth of their teams. Explore opportunities to advance the talent agenda across the Coca-Cola System with key bottling partners in JK OU. Facilitate regular conversations on talent exchange and solutions that deepen system-wide talent pipelines.

Collaborate, build partnerships, and operate as a connector across a networked communityEstablish and nurture strong partnerships across the OU, including HR Business Partners, business leaders, and other HR functions, as well as with the global Talent & Development CoE. Act as a coach and advisor to HR Business Partners and business leaders on talent-related priorities and decisions.

Build effective partnerships with system bottlers in JK and create a scalable blueprint that supports talent sharing, promotion, and placement across the system. Stay connected to the external market, bringing in leading practices and fresh thinking. What We’re Looking For8–10+ years of experience shaping talent strategy within a business, with proven consulting experience supporting executives and senior leaders.

Experience across a range of leadership development roles is highly desirable.

Bachelor’s degree in Human Resources, Business, or a related field.

Preferred

Master’s or postgraduate degree in Leadership Development, Organizational Psychology, Human Resources, or a related field.

Deep expertise in talent management, learning, and capability building, with experience in talent-related roles within complex, international organizations. Brings strong thought leadership and a clear point of view.

Proven success working with executives and senior leaders to solve business challenges through diagnostic thinking, thoughtful questions, and creative problem-solving.

Proven track record of designing, implementing, and managing large-scale talent development programs, learning curricula, and capability-building initiatives.

Demonstrated ability to build strong, collaborative, win-win relationships and work effectively with stakeholders across the OU, the Global Talent CoE, and senior leaders within bottling partner organizations.

• Exceptional interpersonal and communication skills, with the ability to engage and influence senior stakeholders across the company and bottling system.
• What Will Help You Be Successful in the Role?
• Growth Behaviors
• Growth Mindset: Demonstrates curiosity and embraces failure as a learning opportunity.
• Smart Risk: Makes bold decisions and recommendations.
• Commercially Focused: Understands the upstream and downstream impact of their work.
• Performance Driven and Accountable: Sets high standards and consistently delivers results.
• Fast and Agile: Removes barriers, experiments, adapts quickly, and thrives in a fast-paced environment.
• Empowered: Brings solutions, challenges the status quo, and has the courage to take an unpopular stance when needed.
• Leadership Behaviors
• Act Like an Owner: Deliver results and create value for our brands, our system, our customers, and key stakeholders.
• Collaborate with the System, Customers, and Key Stakeholders.
• Develop Self and Others: Invest in personal growth while supporting others to reach their full potential.
• Drive Innovation: Generate new solutions and embrace ideas that help sustain and grow the business.
• What We Can Do For You
• Strategic impact: Help shape the future of leadership and talent across the business by driving priorities that matter.
• Enterprise exposure: Work closely with senior leaders, global partners, and bottling stakeholders on high-impact initiatives.
• Growth and belonging: Build your capabilities in a collaborative, inclusive environment that supports learning, connection, and career development.
• Location(s):

JapanCity/CitiesTokyoTravel

Required

00% - 25%Relocation Provided:

NoJob Posting End DateJune 14, 2026Our Purpose And Growth CultureWe 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:30Annual 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.