The Talent Assessment Process Lead will be responsible for designing processes, systems, tools, and programs to support and maintain our talent assessment strategy and framework across the globe . The immediate priorities in this role include process improvement of an existing assessment practice for senior leaders and commercialization of a new talent assessment solution for the broader organization.
This role also focuses on proactively generating insights based on analysis and business input, complete with recommended improvements or requirements for processes and procedures. Success in this role requires tight collaboration with the global HR business partner community, business leadership, and Center of Excellence colleagues across disciplines. This role will report into the Talent Management Delivery Lead role within People Services.
What You’ll Do for Us
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Deliver talent assessment processes that are agile and fit for a rapidly evolving business environment.
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Enhance current assessment processes to identify and fill process gaps and generate new ideas that help enhance the end solution, improve customer experience, and drive overall operational excellence.
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Research, identify and incorporate external leading best practices, innovation, and trends into the design of assessment solutions.
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Using a continuous improvement mindset, evaluate and improve organizational and talent assessment processes to deliver better talent outcomes.
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Provide subject matter expertise on the application and interpretation of assessment resources for HR partners and the broader business community
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Coordinate with external partners to ensure consistent quality and impact of assessment solutions.
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Partner closely with peer teams to ensure a consistent implementation of assessment practices, including:
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Learning and Development to build close alignment between leadership assessment and learning and development approaches end-to-end.
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People Analytics to evaluate adverse impact, reliability, validity, and utility.
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Talent Management to embed assessment insights in global talent conversations and processes.
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Talent Acquisition to integrate assessment in external hiring practices.
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HR IT for data privacy, accuracy, and accessibility.
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Develop and maintain project plans supporting talent assessment programs and initiatives.
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Assist in conducting research on best practices and products in the marketplace to justify recommendations and to support purchasing efforts.
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Meet with decision makers, systems owners, and end users to define business, financial, and operations requirements and systems goals.
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Communicate process changes, enhancements, and modifications– verbally or through written documentation– to key stakeholders and the extended organization to drive common understanding.
Qualification & Requirements
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B.S or B.A degree in Industrial/Organizational Psychology, Business Administration, Management, Project Management, Human Resources, or related field. MA or Ph.D. in organizational development, Industrial/Organizational Psychology, or related field is preferred.
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4-6 years of related work experience, with 2-4 years of experience in Talent Management, Talent Development, or related areas.
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Previous success in influencing without direct authority to effectively manage the needs of multiple stakeholders and clients.
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Experienced project manager, with the ability to manage multiple projects simultaneously. Highly organized and strong time management skills.
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Advanced Excel skills, including the ability to produce graphs and tables, use spreadsheets efficiently, and perform calculations and automation to process large volumes of data.
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Experience in business process leadership driving process improvement.
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Excellent communications skills with the ability to develop and build relationships across all levels of the organization and across all businesses, globally.
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Interest in working on a small, agile team in a networked environment. Ability to work in a fast paced, changing environment with minimal direction.
Functional Skills
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Talent assessments (leadership & functional)
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Capability development – educating, teaching, building understanding
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Deep understanding of human resource management processes and systems
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Business process leadership driving process improvement
Skills:
Human Resources (HR); Process Definition; Process Improvements; Capability Development; Talent Assessments
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.
