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Director, Global QSE Competencies

Coca-Cola -
Atlanta, GA

Job Details

Full-time
$149,000 - $173,000 a year

Qualifications

E-learning course instructional content development
Version control
Knowledge management
Systems integration
Program design
Online learning activities
Online learning environment experience
Digital transformation
Online learning curriculum development
Bachelor's degree
Enterprise Integration
Content performance analytics
Project delivery management
Data analytics
Developing e-learning programs
Leading team collaboration initiatives
E-learning platforms
Enterprise Learning Management
Data-driven content
Document change management
Project leadership
Cross-functional team management

Full Job Description

Role: Director, Global QSE Competencies

Function: Corporate Quality, Safety & Environment (QSE)
Geography: Atlanta (AOC) or Singapore OU Office
Reports To: Vice President, Global QSE Governance & Competencies
Role Level: Director

Role Purpose

The Director, Global QSE Competencies leads the design and deployment of enterprise-wide QSE competency building to enable consistent, high-quality execution across the system. The role defines the QSE competency model, builds a fit-for-growth learning ecosystem, and drives adoption of digital learning and knowledge platforms.

This role translates enterprise strategy, governance requirements, and risk insights into practical capabilities, ensuring the skills, tools, and knowledge required to deliver safe, compliant, sustainable and high-quality outcomes. It also strategically leads and embeds QSE communication and change management frameworks to accelerate adoption and sustain capability uplift.

Scope & Impact

Enterprise owner of QSE competency model, learning ecosystem, and capability roadmap

Direct impact on system capability, speed of learning, and execution consistency across OUs and bottlers

Enables “feedback to capability” loop by translating governance, audit, and risk insights into targeted learning interventions

Drives digital adoption and value realization for learning and knowledge platforms (e.g., Thrive, KORE)

Strengthens readiness for growth, transformation, and M&A integration through capability uplift

Single point of accountability for strategic QSE communications, ensuring alignment with enterprise priorities and consistent, credible messaging across regions and platforms

Leads both strategy and execution Communications and change management to strengthen engagement, drive global alignment, and elevate QSE visibility and influence internally and externally

Key Responsibilities

1. QSE Competency Model & Strategy

Define and evolve the enterprise QSE competency framework, aligned to business priorities and risks

Develop and execute a multi‑year competency strategy and roadmap

Establish scalable competency standards by role, level, and market maturity

Ensure alignment with Tiered Governance / Bottler Maturity expectations

2. Learning Ecosystem & Programs

Design and lead a globally consistent, digitally enabled QSE learning ecosystem

Own/integrate curriculum for SME led, content (i.e. KORE Master Classes) & structured learning pathways

Lead QMS training strategy, including, capability development, documentation training and standards adoption

Drive learning programs optimization (i.e. Thrive, etc) to improve engagement and effectiveness

Embed metrics to track capability uplift and learning impact

3. QSE Knowledge Sharing Platform

Define strategy and lead execution of the QSE knowledge sharing platform

Drive adoption, usability, and value realization across the system

Ensure single source of truth for QSE knowledge and QMS documentation, including:

Document governance and lifecycle management

Version control and content integrity

Enable faster knowledge transfer and reuse of best practices

4. Communication & Change Management Strategies and Execution Frameworks

Lead QSE communications strategy in partnership with program execution teams

Develop and maintain an annual QSE communications strategy aligned with enterprise business priorities, risk focus areas, and culture initiatives

Define key QSE narratives, messaging frameworks, and communication priorities for global audiences that incorporate annual KPI dashboards and Big Rocks

Identify proactive communication opportunities to reinforce prevention, compliance, and continuous improvement mindsets based on current performance

Build and deploy a change management framework and capabilities to support effectiveness of sustainable: Governance transformation, Capability rollout, Digital adoption, etc.

Define clear narratives, engagement rhythms, and stakeholder activation plans

Ensure consistent messaging and alignment across global teams, OUs, and bottlers

Define, track and continuously improve communication and change management success measures (engagement, reach, clarity, adoption)

5. Mergers & Acquisitions Capability Integration

Support QSE due diligence and integration for M&A initiatives

Assess capability gaps and readiness risks in target organizations

Lead capability onboarding plans to ensure rapid alignment to KORE standards

Enable scalable integration of learning, tools, and knowledge platforms

6. Continuous Improvement & Insights Loop

Establish closed-loop learning systems linking: Audit findings, Risk signals, Performance outcomes, capabilities and change management success metrics and learning outcomes.

Translate insights into targeted capability interventions and program updates.

Drive continuous improvement of learning content, platforms, and delivery models.

Critical Capabilities

Enterprise influence and stakeholder management: Ability to align diverse stakeholders without direct authority

Systems and strategic thinking: Understand interconnections between governance, risk, and capability building

Digital mindset: Leverage platforms and data to scale learning and insights

Data-driven decision making: Use metrics and insights to drive adoption and effectiveness

Executive communication (written & spoken): Clear, concise storytelling to senior leadership and global audiences

Change leadership: Ability to drive adoption in a complex, matrixed system

Program Management: Strong program leadership and disciplined execution

Human-Centered Design (designing for the needs of end-users): Learning Design and Development

Network leadership: Leading networks and fostering learning culture

Additional Behaviors:

Growth Mindset

Bias to action and ability to get things done

Collaboration and co-creation

Agility and flexibility to pivot quickly to adapt to dynamic business needs

Success Measures

Globally consistent QSE competency model and learning ecosystem adopted across OUs and bottlers

Increased capability maturity and readiness, particularly in growth markets

Measurable improvement in learning engagement, adoption, utilization and effectiveness (Thrive, KORE, knowledge platforms)

Strong platform utilization and knowledge accessibility with controlled, current documentation

Clear link between capability building and risk reduction / performance improvement

Increased engagement with QSE communications and platforms throughout the network

Strong leadership feedback on usefulness and effectiveness of materials

Effective change adoption and stakeholder alignment across the system

Increased speed and consistency of learning across the system

Key Interfaces

Internal Corporate QSE Partners

Global QSE Leadership Team, Global QSE – QFS, Sustainability, Safety & GAO teams

VP, Global QSE Governance & Competencies, Senior Director, Enterprise Risk & Integration, Director QSE Governance, SM QSE Competencies & Enablement, SM QSE Governance

Cross-Functional Partners

Operating Unit (OU) QSE leaders and bottler technical teams

Digital, Data, and Platform teams (Thrive, KORE, analytics platforms)

TI&SC Communications teams (CTIO, CPS, etc), TI&SC Capabilities Network,

People and Culture /HR, Global Learning & Development, Enterprise Capabilities

Communications and Change Management partners

Enterprise Functions

Internal Audit, Legal, and Regulatory teams (for standards alignment)

M&A and Integration teams (due diligence and onboarding)

External / System Stakeholders

Bottlers and strategic partners

External learning and content providers (as applicable)

Digital Skills Required

Learning platforms: Experience with enterprise learning systems (e.g., Thrive or equivalent) to design scalable learning journeys

Knowledge management systems: Strong understanding of document control, versioning, and content lifecycle management (e.g., KORE or similar)

Data and analytics: Ability to define and interpret learning and capability metrics, adoption signals, and performance insights

Digital content design: Experience with digital learning formats (modular, on-demand, virtual classroom)

Platform adoption: Proven ability to drive user adoption and behavior change in digital tools

Systems integration mindset: Ability to connect learning platforms with governance, risk, and performance systems

Qualifications & Experience

Bachelor’s degree in a relevant QSE technical field, i.e. Food Science, Regulatory Affairs, Engineering, Environmental Science, Safety, Animal Science, or related discipline (advanced degree preferred) with experience in capability building and learning and development

Experience in technical environments, operations, or transformation roles including corporate or operating units

Proven leader with strong influencing, stakeholder alignment, and project management skills

Experience designing and scaling enterprise capability or learning programs in complex, global organizations

Demonstrated success driving adoption across matrixed environments and translating strategy into scalable execution

Strong track record in communication, change enablement, and cross-functional leadership with measurable outcomes

Ability to build sustainable capability and learning culture across diverse markets

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:

United States of America: 149,000 USD - 173,000 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.

Location(s):

United States of America

City/Cities:

Atlanta

Travel Required:

00% - 25%

Relocation Provided:

Job Posting End Date:

June 15, 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.

Pay Range:United States of America: 0 USD - 0 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.

Long-term Incentive Reference Value Percentage:0 - 20
Long-term Incentive reference value is a market-based competitive value for your role.

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