Director, People Analytics

0801 The Coca-Cola Company; Atlanta (GA); On-site; USD 164,000 - 193,000; Full time

Job summary

The Coca-Cola Company seeks a Director of People Analytics to translate enterprise questions into an integrated portfolio of intelligence products, shaping data standards and governing analytics across HR. You will lead the creation of research, dashboards and executive-ready narratives to inform senior stakeholders and drive action.

In this role you will partner with P&C leaders and cross-functional teams to accelerate insights, enable better decisions on succession, workforce planning, and

Qualifications

• Bachelor’s degree or equivalent in a related field.
• 5+ years of relevant experience in people analytics, employee listening, talent or organizational intelligence, workforce planning, organizational effectiveness or related HR discipline.
• Advanced ability to integrate quantitative and qualitative evidence, build scenarios, visualize findings and create executive-ready narratives.
• Demonstrated proficiency using modern analytics, visualization, automation and AI-enabled tools.

Responsibilities

• Shape and manage the people intelligence roadmap aligned to enterprise strategy and decisions.
• Lead integrated intelligence for succession, talent reviews, workforce planning, and organizational effectiveness.
• Support enterprise listening programs, analyze surveys and connect signals to surface themes and priorities.
• Define data requirements, standards and governance with cross-functional partners.
• Lead needs analyses for insights, translate requirements into usable tools and dashboards.

Skills

Agile Methodology

Business Process Modeling

Change Management

Cloud Platform

Communication

Data Flow Diagram

DevOps

Digital Transformation

Enterprise Architecture Framework

Microsoft Azure Databricks

Microsoft Office

User Experience (UX)

Education

Bachelor’s degree in HR / IO psychology / business / economics / statistics / data science or related field

Tools

Microsoft Azure Databricks

Job description

Job Description Summary: The Director, People Analytics brings the enterprise people intelligence strategy to life through a portfolio of work that enables better decisions across succession, talent reviews, workforce planning, organizational effectiveness, capability planning and performance management. The role translates priority business and P&C questions into integrated intelligence products, shapes data and methodology standards, and strengthens the ability of P&C Business Partners and P&C leaders to interpret and use evidence. The role also supports enterprise employee listening, helping turn what employees tell us into insight and action. The role pairs an activation focus with strong strategic judgment and hands-on ownership of research, analysis and synthesis. This role reports to the Vice President, People Intelligence & Listening, and accomplishes its work as an individual contributor through flexible project teams of Senior Analysts, SBPs, Talent & Development, Performance & Culture, Digital and data-governance partners, Finance, Planning/PMO and People Services.

Key Responsibilities

• People Intelligence Strategy and Portfolio: Shape and manage the people intelligence roadmap in support of the enterprise strategy, translating priority decisions into a sequenced portfolio of intelligence products, research and analyses. Frame the questions that matter, clarify required decisions and success measures, and determine the combination of data, research and analysis required. Advise leader on investment choices, trade-offs, risks and opportunities across the portfolio.
• Talent, Workforce and Organizational Intelligence: Lead integrated intelligence for succession, talent reviews, workforce planning, organizational effectiveness, capability planning and performance management. Connect talent, workforce, performance, capability and listening signals to identify patterns, root causes, scenarios and emerging risks. Translate complex findings into clear recommendations for senior P&C and business stakeholders.
• Employee Listening and Insight: Support the enterprise listening program, including engagement and pulse surveys, change and lifecycle listening, contributing to survey design, analysis and reporting. Analyze survey results, comments and other employee feedback, and connect them with talent, workforce and performance data to surface themes, root causes and priorities. Help P&C Business Partners and leaders understand results, agree on focused actions and track progress over time.
• Data Strategy, Standards and Governance Partnership: Define business-led data requirements, common measures, taxonomies and analytical standards for the team’s priority decisions. Partner with data owners, People Services and Digital/platform teams to improve data quality, access, lineage and responsible use without assuming ownership of the underlying platforms. Establish quality assurance, reproducibility and documentation standards for intelligence products and analyses.
• Insight Products and Adoption: Lead needs analysis for insight products, tools and dashboards by translating critical business questions into clear requirements, use cases and decision contexts for HR Technology/Digital teams. Support adoption of standard tools and insights by equipping P&C Business Partner to interpret data confidently and apply it to priority business and talent decisions.
• Hands-on Delivery and Portfolio Mobilization: Lead and personally contribute to high-priority analyses, executive narratives, scenarios and recommendations. Work in flexible project teams, providing thought partnership and technical direction. Use modern analytics, automation and AI-enabled tools responsibly to accelerate analysis, challenge manual work and improve quality.

Candidate Profile

Enterprise-minded and commercially curious, with the judgment to distinguish an interesting question from a decision that matters. Combines strategic framing with hands-on analytical execution and mobilization. Influences through evidence, clarity and trust in a highly matrixed environment. Communicates complex findings with precision, candor and an action orientation. Demonstrates high integrity and sound judgment in the use of sensitive people data.

Experience and Background

• Bachelor’s degree in human resources, industrial/organizational psychology, business, economics, statistics, data science or a related field, or equivalent experience.
• 5+ years of relevant experience in people analytics, employee listening, talent or organizational intelligence, workforce planning, organizational effectiveness or a related Human Resources discipline.
• Demonstrated experience shaping an analytics or intelligence portfolio and advising senior stakeholders on consequential people decisions.
• Advanced ability to integrate quantitative and qualitative evidence, build scenarios, visualize findings and create executive-ready narratives.
• Demonstrated proficiency using modern analytics, visualization, automation and AI-enabled tools responsibly in the flow of work.

Skills

• Agile Methodology
• Business Process Modeling
• Change Management
• Cloud Platform
• Communication
• Data Flow Diagram
• DevOps
• Digital Transformation
• Enterprise Architecture Framework
• Microsoft Azure Databricks
• Microsoft Office
• User Experience (UX)

Pay Range

United States: 164,000 - 193,000 USD
Base pay offered may vary depending on geography, job-related knowledge, skills, and experience.

A full range of medical, financial, and/or other benefits, dependent on the position, is offered.

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.

Location(s)

United States of America
City/Cities: Atlanta
Travel Required: 00% - 25%
Relocation Provided: Yes

Job Posting End Date: October 16, 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.

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.

The Coca-Cola Company is a global community of passionate employees who are refreshing the world and making a difference every day. Innovation has been at the heart of our story since 1886. It goes beyond new flavors and brands. Learn more about our system and how we're making an impact. As a global organization, we seek opportunities to embrace and champion progress. Our careers span across functions and are globally connected to give you an unmatched career experience. We're glad you've chosen to explore your next career opportunity with The Coca-Cola Company. Learn more about our hiring process and pick up tips on how to showcase your experience and skills so you can stand out and thrive. The Coca-Cola global business system is composed of The Coca-Cola Company (TCCC), its subsidiaries and 225 bottling partners around the world. Search jobs throughout our system.