Country Lead: Talent Management at The Coca-Cola Company

Key Purpose

• The Country Lead: Talent Management is the force behind a bold talent strategy that fuels growth and shapes the leaders of tomorrow. This role partners with senior leaders to spot, grow and retain top talent, building a powerful leadership pipeline and ensuring critical roles are always future-ready.

Key Duties & Responsibilities    
Key Outputs and Accountabilities include, but not limited to:

• Talent Strategy: Develop and implement an integrated talent management strategy aligned to business objectives, workforce requirements and future capability needs.
• Leadership Continuity: Build and maintain robust succession plans for critical and leadership roles, ensuring readiness of future leaders and minimising organisational risk.
• Accelerated Talent Development: Identify, assess and develop high-potential employees through structured acceleration programmes and career experiences.
• Future Talent Pipeline: Design and manage graduate, internship, bursary and learnership programmes that create a sustainable pipeline of future talent.
• Career Growth & Mobility: Facilitate talent reviews and career development initiatives that increase internal mobility, employee growth and organisational capability.
• Leadership Capability Enhancement: Partner with Learning & Development to build leadership capabilities required for current and future business success.
• Data-Driven Talent Decisions: Provide talent intelligence and workforce insights that inform succession, development and talent investment decisions.
• Strategic Talent Advisory: Act as a trusted advisor to business leaders on succession, talent risks, workforce capability and leadership development.

Functional Capabilities

• Talent Management Strategy
• Succession Planning & Leadership Pipeline
• High Potential (HiPo) Talent Management
• Early Careers Development
• Talent Reviews & Career Development
• Leadership Development & Capability Building
• Talent Analytics & Insights
• Governance & Talent Practices
• Stakeholder & Executive Partnership

Skills, Experience & Education    
Education

• Honours or Master's Degree in Human Resources, Industrial Psychology, Organisational Psychology or related field.
• Professional HR Accreditation advantageous.

Experience

• 10–15 years' experience in Talent Management, Leadership Development or Organisational Effectiveness.
• Extensive experience leading leadership pipeline development, including succession frameworks, bench strength planning and readiness acceleration for critical roles
• Demonstrated success in building and scaling high-potential (HiPo) identification and development programmes with measurable business impact.
• Strong experience in designing and managing early careers ecosystems, including graduate, internship, learnership and talent pipeline programmes.
• Experience partnering with executive leadership teams.

Skills

• Ability to develop and execute talent management strategies.
• Proficiency in succession planning and leadership pipeline development.
• Ability to identify and accelerate high-potential talent.
• Expertise in early careers and emerging talent programmes.
• Proficiency in facilitating talent reviews and calibration processes.
• Ability to leverage talent analytics for decision-making.
• Strong capability in leadership development and capability building.
• Ability to influence and advise senior business leaders.
• Proficiency in strategic workforce and talent planning.
• Strong stakeholder engagement and change management skills.
• Ability to lead complex talent programmes and initiatives

Deadline:16th June,2026