SR. Manager Human Resources, Manufacturing (People & Culture)

At The Coca-Cola Company, our people and culture are essential to how we create value, grow our business, and make a difference every day. We are looking for a Senior Manager, Human Resources-People & Culture (Manufacturing) who will bring strong business partnership, sound judgment, and hands-on People & Culture leadership to two manufacturing locations supporting both union and non-union associates.

This role is the Primary People & Culture Leader and visible face of Human Resources at the plant , serving as a trusted partner to plant leadership and an accessible resource for associates. The Senior Manager will report directly to the Plant Manager, with a dotted-line relationship to the Director, People & Culture, helping ensure strong alignment between plant priorities and broader People & Culture strategies, standards, and practices.

Success requires someone who can move comfortably between the plant floor and leadership discussions. You will listen to associates, coach leaders, navigate complex employee and labor relations matters, use workforce insights to inform decisions, develop talent, and translate business priorities into practical people solutions. The ideal candidate brings manufacturing Human Resources experience, labor relations capability, strong business acumen, a commitment to inclusion, and the ability to build credibility and trusted relationships at every level of the organization.

Key Responsibilities and Position-Related Functions

• Serve as the senior on-site People & Culture partner for two manufacturing locations, providing hands-on leadership and support across union and non-union associate populations.

• Partner directly with the Plant Manager and plant leadership teams to translate operational and business priorities into actionable workforce, talent, culture, and organizational initiatives.

• Serve as the primary, visible People & Culture resource for associates, creating an approachable and trusted presence across shifts and levels of the organization.

• Coach and advise plant leaders on organizational effectiveness, leadership capability, performance management, accountability, employee development, workforce decisions, and people-related business challenges.

• Lead and support employee relations matters with objectivity, consistency, confidentiality, sound judgment, and appropriate partnership with the Director, People & Culture and other subject-matter experts.

• Support labor relations within the unionized location, including interpretation and consistent application of the collective bargaining agreement, issue resolution, grievance processes, and development of productive labor-management relationships.

• Partner with leaders to promote a positive, inclusive, safe, and respectful workplace where associates can contribute, grow, and thrive.

• Lead workforce planning discussions, using workforce data and operational insights to identify talent needs, retention risks, organizational opportunities, and appropriate actions.

• Strengthen leader capability in performance management, associate engagement, development conversations, conflict resolution, and consistent application of People & Culture practices.

• Partner with leaders on talent reviews, succession planning, career development, critical-role planning, and development opportunities that build plant capability.

• Support recruiting and selection activities in partnership with Talent Acquisition and plant leaders, including workforce requirements, candidate assessment, pre-employment activities, and an effective transition from candidate to associate.

• Lead and continuously improve new-hire onboarding and integration, helping new associates understand performance expectations, workplace culture, policies, resources, and ways of working.

• Provide guidance to associates and leaders on pay, benefits, leave, workplace policies, Human Resources programs, systems, and processes, engaging appropriate partners when specialized expertise is required.

• Analyze turnover, attendance, staffing, engagement, workforce demographics, and other people data to identify trends and translate insights into practical recommendations for plant leadership.

• Apply digital tools, automation, and artificial intelligence responsibly to improve People & Culture insights, efficiency, associate experience, and decision-making while maintaining appropriate confidentiality and data stewardship.

• Ensure People & Culture practices and documentation are consistent with company policies, applicable collective bargaining agreements, and employment and labor requirements.

• Maintain accurate and appropriate associate records, documentation, systems, and reporting, with a strong focus on data integrity and confidentiality.

• Partner closely with the Director, People & Culture, keeping them informed of material plant activities, emerging workforce risks, labor and employee relations matters, and issues requiring escalation or broader functional support.

• Lead or support People & Culture programs, change initiatives, communications, events, and projects that strengthen organizational effectiveness and the associate experience across both locations.

• Build effective partnerships across the broader People & Culture network and plant functions to solve problems, implement change, and deliver sustainable business and people outcomes.

Education and Qualifications

• Bachelor’s degree in Human Resources, Business Administration, Industrial or Labor Relations, Organizational Development, or a related field.

• 7+ years of progressive Human Resources experience, with meaningful experience supporting manufacturing, supply chain, distribution, or another complex operational environment.

• Demonstrated experience supporting both union and non-union employee populations , including practical knowledge of labor relations, collective bargaining agreements, grievance management, and consistent contract administration.

• Experience serving as a trusted Human Resources partner to senior operational leaders and translating business priorities into effective people solutions.

• Strong employee relations capability, including experience evaluating complex workplace situations, conducting or supporting investigations, resolving conflict, managing risk, and determining when escalation or specialist partnership is appropriate.

• Strong working knowledge of employment practices, labor relations principles, performance management, leave practices, and Human Resources policy interpretation.

• Experience supporting hourly and salaried populations and building credibility with associates and leaders across multiple organizational levels and work schedules.

• Demonstrated capability in workforce planning, talent management, succession planning, associate engagement, organizational effectiveness, and leader development.

• Strong data literacy with the ability to interpret workforce metrics, identify meaningful trends, develop insights, and use evidence to influence business decisions.

• Digital fluency across Human Resources information systems and productivity platforms; experience with UKG/Kronos or comparable workforce management technology is preferred.

• Practical understanding of responsible artificial intelligence use and an ability to identify opportunities to apply digital and AI-enabled solutions to People & Culture work while protecting confidential associate information.

• Strong communication, coaching, influencing, facilitation, conflict-resolution, and relationship-building skills.

• Demonstrated ability to manage competing priorities, exercise sound judgment, maintain confidentiality, and make timely decisions in a fast-paced manufacturing environment.

• Ability to lead through change, navigate ambiguity, and build alignment among stakeholders with different perspectives and priorities.

• Demonstrated commitment to fostering an inclusive workplace in which associates are treated with dignity and respect and have opportunities to contribute and develop.

• Ability to build productive partnerships across two locations while maintaining a strong, visible presence with plant leadership and associates.

• Human Resources professional certification, such as SHRM-CP, SHRM-SCP, PHR, or SPHR, is valued but not required.

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.