Senior Director, Transformation

The Senior Director of the Transformation Office serves as the enterprise integrator and accelerator for Coca-Cola North America’s shift to a Product Operating Model and supports digital projects (in-flight and future). Reporting to the VP, Digital & Data, this leader defines the path from business ambition to activation — translating strategy into operating rhythm, team structures, and new ways of working that drive growth, efficiency, and digital capability across the system.

This role governs the intake and outtake of products, redefines how the Product Organization partners with business functions, leads change enablement and storytelling, and ensures the end-to-end customer and sales journey is fully embedded in how products are conceived, built, and scaled. It is responsible for organizing and consulting across the North America Operating Unit (NAOU) to help stand up other product teams that may eventually move into the product organization. Lastly, this individual will act as the connective tissue across Product, Technology, Data, and Functions — coordinating work, performance management, and organizational readiness to ensure transformation progress is visible, measurable, and sustained.

What You'll Do For Us Orchestrate Transformation Portfolio – Govern the intake and outtake of new digital products and initiatives; ensure alignment, sequencing, and resource optimization across functions and domains.

Lead Transition of Legacy Tools & Roles into the Product Model – Manage migration of systems, processes, and capabilities into product-based teams; define ownership boundaries, transition plans, and decommissioning frameworks.

Incubate New Product Concepts – Identify, test, and mature early-stage product opportunities through cross-functional experimentation, rapid iteration, and lean governance.

Drive C han ge Enablement & Adoption – Lead communications, training, and stakeholder engagement to build belief and adoption of new ways of working across business, bottlers, and functions.

Shap e and Spread the Story – Serve as the transformation storyteller; create narratives, visualizations, and success stories that connect strategy to employee experience and market impact.

Build a nd Lead the Transformation Team – Oversee performance management, coaching, and capability building for transformation leads, PMO, and change practitioners.

FINANCIAL / JOB SCOPE

• Partners with the VP, Digital & Data to align transformation milestones with annual and long-range business planning.
• Accountable for defining, tracking, and reporting progress on key metrics such as adoption, cycle time, and productivity uplift.
• Coordinates alignment across Product, Technology, HR, Finance, and Business Units, as well as 60+ bottlers and system partners.

COMMUNICATION COMPLEXITIES

• Partners with the NAOU Leadership Team to define transformation priorities and govern outcomes.
• Redefines the relationship between the Product Organization and business units — moving from request-and-deliver to co-create-and-own.
• Represents NAOU in global transformation and digital councils to ensure regional needs inform global standards and platforms.
• Balances communication between strategic vision and operational detail — tailoring storytelling to executive, manager, and frontline audiences.
• Navigates system politics to build alignment across franchise, bottler, and company entities.

JUDGMENT AND DECISION-MAKING

• Final authority for defining the transformation roadmap, pacing, and governance cadence.
• Decision-maker for operating model design, portfolio prioritization, and organizational readiness.
• Recommender and influencer for digital, product, and capability investment decisions.
• Accountable for transformation success measures — adoption, speed, and measurable business impact.

INNOVATION

• Applies service design and journey mapping to connect customer experiences directly to product investments and priorities.
• Introduces frameworks for transitioning legacy tools and teams into modern product organizations with clear value ownership.
• Launches incubation models for emerging or immature business areas, enabling rapid experimentation and scaling of viable new products.
• Leverages transformation analytics to measure progress, engagement, and cultural adoption.

Supervisory Responsibilities

• Direct Reports: 4-6 (Transformation Leads, Change & Engagement Leads, PMO Directors, Journey Designers).
• Indirect: 50–75+ resources across transformation, design, HR, finance, and business functions.
• Accountable for hiring, performance management, and career development of transformation talent.
• Operates in a matrixed structure influencing cross-functional and system teams without direct line control.

What You'll Need REQUIRED QUALIFICATIONS

• Education: Bachelor’s degree required; MBA or advanced degree preferred.
• Experience: 10+ years in consulting, digital delivery, or enterprise transformation leadership.
• Proven track record of managing large-scale operating model transitions, product portfolio integration, and cultural change programs.
• Strong background in consulting, digital project delivery, service design, and change enablement.
• Exceptional communication and storytelling capability; able to influence at C-suite and enterprise levels.
• Deep understanding of product management, agile delivery, and organizational change frameworks.
• Financial acumen with experience managing complex, multimillion-dollar transformation portfolios.

The Coca-Cola Company will not offer sponsorship for employment status (including, but not limited to, H1-B visa status and other employment-based nonimmigrant visas) for this position. Accordingly, all applicants must be currently authorized to work in the United States on a full-time basis and must not require The Coca-Cola Company's sponsorship to continue to work legally in the United States.

Pay Range:$198,700 - $231,000

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:50

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.