Director, Global Compensation

Job Description Summary:

Position Overview

The Director, Global Compensation is a strategic member of the Total Rewards Center of Excellence (COE). The role supports the Vice President, Global Compensation and partners closely with Compensation and Benefits COE leaders, People Intelligence, Legal, Finance, Internal Audit, People Services, and regional Total Rewards leaders.

The role supports global compensation governance, analytics, compliance reporting, and strategic insights agenda across executive and broad-based compensation programs. It combines analytical depth, business acumen, governance discipline, and strong executive communication to strengthen regulatory readiness and enable enterprise decision-making.

The Director develops enterprise compensation reporting and insights, oversees key governance processes, supports compensation projects and Talent & Compensation Committee deliverables, and contributes to the design and continuous improvement of global compensation frameworks, methodologies, processes, and communications. The role helps ensure compensation programs remain aligned with business priorities, external market practices, and evolving regulatory requirements.

Key Responsibilities

Strategic Analytics & Decision Support

• Develop analytics, insights, and deliverables for Talent & Compensation Committee presentations, white papers, and executive decision-making. 
• Conduct advanced quantitative and qualitative analyses to inform compensation strategy, pay design, governance decisions, and enterprise workforce planning. 
• In partnership with People Intelligence, build and evolve enterprise Total Rewards reporting capabilities, including metrics, dashboards, and workforce reward insights. 
• Partner with the Benefits COE and People Intelligence to develop an integrated Total Rewards reporting strategy and enterprise scorecard. 
• Translate complex findings into clear, concise insights and recommendations for senior leaders. 
• Lead or support scenario modeling, forecasting, financial analyses, and market assessments for compensation and Total Rewards initiatives. 

Compensation Program Design & Enablement 

• Contribute to compensation design initiatives and enterprise-wide projects, including the evolution of job architecture and job evaluations. 
• Provide analytical and governance support for off-cycle executive compensation actions, including make-whole equity awards and related review processes. 
• Support strategic rewards priorities connected to People & Culture annual business planning and long-range planning. 
• Design, enhance, and implement global compensation processes, frameworks, guidelines, and communications. 
• Lead the development and coordination of annual rewards cycle communications, global compensation guidelines, and related governance documentation. 

Compensation Governance, Compliance & Reporting 

• Contribute to global governance and reporting across executive and broad-based compensation programs. 
• Oversee annual incentive risk assessment reporting, ensuring alignment with governance expectations, financial controls, and Talent & Compensation Committee requirements. 
• Lead the methodology, analytics, governance, and reporting for the CEO Pay Ratio process. 
• Partner on compensation reporting related to pay equity legislation, gender pay gap disclosures, and evolving pay transparency requirements across key geographies, including the United States, Asia Pacific, and Latin America. 
• Partner with Legal, Internal Audit, Finance, and regional teams to meet evolving regulatory and disclosure obligations. 
• Lead compensation-related reporting associated with sustainability and ESG frameworks, including CSRD and other emerging global disclosure standards. 
• Develop scalable governance frameworks, reporting standards, and controls that improve consistency, accuracy, transparency, and data integrity across global compensation processes. 

Enterprise Partnership & Continuous Improvement 

• Act as a trusted partner to Compensation and Benefits COE leaders, People Services, People Intelligence, Finance, Legal, Internal Audit, and regional teams. 
• Build cross-functional alignment on compensation governance, analytics, reporting, and compliance priorities. 
• Influence stakeholders through data-driven insights, executive-ready communication, sound judgment, and solution-oriented problem solving. 
• Drive continuous improvement through process simplification, reporting automation, and stronger analytical capabilities. 

Candidate Profile 

The ideal candidate is an experienced compensation professional who combines technical expertise with enterprise perspective and strong business partnership. The individual can navigate complex global requirements, work effectively across functions and geographies, and convert data and regulatory considerations into practical, executive-ready recommendations. 

Experience & Background 

• 7-10+ years of experience in compensation, executive compensation, Total Rewards analytics, compensation governance, financial analysis, or a related field within a large multinational organization, consulting environment, or publicly traded company. 
• Experience supporting enterprise-wide executive and broad-based compensation programs and associated reporting requirements. 
• Experience supporting deliverables for senior leaders or Board members, regulatory reporting, pay equity analysis, or compensation governance activities preferred. 
• Bachelor’s degree in Human Resources, Finance, Economics, Business, Statistics, or a related field required. 

Core Capabilities & Skills 

• Strong knowledge of compensation principles, executive compensation governance, and broad-based rewards programs. 
• Advanced analytical, quantitative, and financial problem-solving capabilities. 
• Knowledge of compensation governance frameworks, regulatory disclosures, and reporting requirements. 
• •  Ability to synthesize complex data into meaningful business insights and executive-ready recommendations. 
• Experience developing analytical models, dashboards, metrics, and reporting frameworks. 
• Strong project management and organizational skills, with the ability to manage multiple global priorities. 
• Ability to operate independently and influence effectively in a matrixed global organization. 
• Excellent written communication, presentation development, and stakeholder management skills. 
• Advanced proficiency in Excel and data visualization or reporting tools such as Tableau, Power BI, Workday reporting, or SAP. 
• High attention to detail, discretion, and commitment to data integrity and confidentiality. 

Success Profile 

Success in this role requires a balance of strategic thinking, analytical rigor, governance discipline, and collaborative partnership. The Director will strengthen global compensation governance and reporting while helping advance a modern, data-driven, and globally consistent Total Rewards function.

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:

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.