About the job

Job Description Summary:

The Director, Global Mobility Experience sets the enterprise vision, policy, operating model and governance for consistent, inclusive and commercially sustainable mobility experiences across regions, business units and assignment types, serving employees, families, business stakeholders and delivery partners.

Leading through other leaders, the role translates business and talent priorities into multi-year strategy, sponsors transformation, advises executives on risks and trade-offs, and holds teams and partners accountable for outcomes rather than routine queries.

Key Responsibilities

1. Enterprise Experience Strategy and Leadership

• Set the experience vision, principles and multi-year roadmap across the employee lifecycle, aligned with business, People and talent priorities.
• Advise senior leaders on investments, service trade-offs and employee impacts; represent mobility experience in governance forums.
• Secure cross-functional and regional sponsorship, resolve competing priorities and drive adoption.

2. Global Mobility Policy Transformation

• Sponsor policy transformation, defining philosophy, segmentation and decision rights; approve major changes before governance escalation.
• Balance experience, talent, equity, compliance, cost and agility; assess effectiveness using employee, market, exception and operational insights.
• Lead policy-launch alignment and change strategy, clarifying impacts, accountabilities and outcomes.

3. Operating Model and Service Transformation

• Own service channels, tiers, roles, hand-offs and escalations; sponsor lifecycle redesign to reduce friction and strengthen controls.
• Set technology, automation, self-service, knowledge and case-management requirements; prioritise investments by value, impact, risk and capacity.
• Embed changes through stakeholder readiness, communications, change management and benefit realisation.

4. Strategic Partner and Commercial Governance

• Define partner strategy with functional owners across relocation, tax, immigration and technology; lead relevant RFPs and contract negotiations.
• Set partner governance, measures and remediation expectations; manage executive relationships and escalated systemic, contractual or reputational issues.
• Drive partner innovation, simplification and measurable value while maintaining quality and controls.

5. Mobility Talent Strategy and Business Integration

• Partner with Global Mobility and Talent Development leaders on mobility strategy supporting attraction, development, deployment, retention and succession.
• Advise on experience implications of talent programmes, assignment types, cross-border work models and business transformations.

6. Insights, Governance and Risk

• Define scorecards spanning experience, quality, cost, cycle time, policy, risk, vendors and transformation; use insights to guide enterprise action.
• Govern material risks, policy deviations and systemic escalations; delegate case administration and report performance, risks and decisions to executives.
• Ensure compliance with company controls, privacy standards, contractual commitments and audit requirements.

7. Organisation and Capability Leadership

• Lead and develop the team, including contingent workers; define accountabilities and shape capabilities and resources across teams, shared services and vendors.
• Foster customer focus, inclusion, excellence and continuous improvement; sponsor succession, talent development and knowledge resilience.
• Lead cross-functional and enterprise initiatives requiring mobility experience expertise.

Experience and Qualifications

Essential

• Significant progressive experience in global mobility, employee experience, HR delivery, policy, transformation or a related global function.
• Success delivering enterprise strategy, multi-year operating models and measurable outcomes; global policy or transformation leadership.
• Commercial expertise in vendor strategy, sourcing, governance and executive relationships.
• Ability to influence senior leaders, challenge constructively and secure decisions in complex, matrixed governance environments.
• Strong analytical and financial judgement integrating employee insights, operational evidence, risk and commercial considerations.
• Experience leading and developing managers and globally distributed teams.

Preferred

• Bachelor’s degree or equivalent experience; advanced study in HR, business, law, organisational design or a related field advantageous.
• Experience linking mobility to enterprise talent, workforce or succession strategies.
• Experience in global HR technology, service transformation, employee listening and change management.

Pay Range:

Warsaw, Poland: 324,000 PLN to 403,000 PLN

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.

Skills:

Pay Range:

United States: 149,000 - 166,000 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:

No

Job Posting End Date:

October 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.

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.