Senior Director, Franchise Strategy & Transformation

About this role

Job Description Summary:

Position Title: Senior Director, Franchise Transformation  Department: Franchise Leadership – MAP USA (Swire & Mainstream)  Reports To: VP, Franchise Leadership  Location: Salt Lake City, Utah 

Position Overview  The Senior Director, Franchise Transformation is a strategic transformation leader responsible for unlocking the next generation of competitive advantage across assigned bottler geographies, by redesigning how the KO–bottler system operates and ensuring transformation initiatives are fully adopted and realized in-market. 

This role goes beyond stewardship of current performance. It is focused on redefining how the system wins by diagnosing structural opportunities, designing future-state models, and leading high-impact transformation initiatives that materially shift performance versus current ways of working. The role will also lead key strategic projects as needed for the franchise. 

Critically, the role serves as the bridge between enterprise strategy and in-market execution, ensuring that national transformation initiatives are effectively translated, embedded, adopted, and realized within local bottler markets. 

Core mandate:  Identify, design, embed, and deliver transformations that fundamentally improve how the KO–bottler system operates and wins in-market and ensure their adoption and value realization at scale. 

What You’ll Do for Us 

1. Transformation Strategy and Opportunity Identification  Identify next-generation growth and capability opportunities across assigned territories  Diagnose structural performance gaps and define where to play and how to win shifts  Translate insights into a prioritized transformation roadmap  Quantify size of the prize and build clear, fact-based business cases 

2. Design of Future-State Models  Lead the design of new operating models across critical domains, including route to market redesign, de-averaging and segmentation, and portfolio acceleration  Challenge existing paradigms and define best-in-class system approaches  Ensure alignment with enterprise priorities 

3. End-to-End Transformation Delivery  Lead cross-functional teams to deliver transformation initiatives end-to-end  Drive from concept to pilot to scale with clear success criteria  Establish governance, milestones, and execution discipline  Remove barriers across KO and bottler organizations to ensure delivery at pace 

4. Enterprise-to-Local Translation and Embedding  Act as the primary integrator of national transformation initiatives within assigned geographies  Translate enterprise strategies into clear, actionable plans tailored to local market realities  Ensure initiatives are understood, embedded, and operationalized  Partner with bottler leadership to adapt execution while maintaining strategic integrity  Establish feedback loops to refine enterprise strategies based on in-market learning 

5. Transformation Adoption and Realization  Own adoption and realization of transformation initiatives, not just deployment  Define and track adoption KPIs such as routine integration, usage rates, and capability activation  Define and track value realization KPIs such as incremental volume, share growth, revenue quality, and productivity gains  Ensure initiatives deliver measurable business impact versus business case  Drive corrective action where adoption lags  Institutionalize successful changes into standard ways of working 

6. Bottler and System Leadership  Act as a strategic transformation partner to bottler leadership  Influence and align stakeholders across bottler teams and KO functions  Drive behavioral and organizational change across the system 

7. Capability Building and Replication  Codify successful transformations into scalable playbooks  Enable replication across markets and bottlers  Build system capabilities in segmentation, data-driven decision making, and execution routines  Contribute to a repeatable transformation engine for MAP USA 

Key Deliverables  Transformation roadmaps with quantified value creation  Pilot programs with clear success metrics  Redesigned strategies across RTM, segmentation, and portfolio  Execution playbooks and replication frameworks  Demonstrated impact on volume, share, revenue quality, and efficiency 

Requirements & Qualifications 

10–15+ years in franchise operations, commercial strategy, or transformation roles  Proven track record of leading large-scale transformation initiatives  Experience working within or alongside franchise systems 

Capabilities  Strategic problem solving  Transformation leadership  Commercial acumen  Influence without authority  Adoption and realization focus 

Leadership Expectations  Challenges legacy ways of working  Owns outcomes end-to-end  Balances strategy and execution  Drives speed, focus, and accountability  Acts as a force multiplier across the system 

What We’ll Do for You 

• Enable you to lead complex system initiatives that reshape how Coca‑Cola competes in market and builds future growth capabilities across our bottling partners. 

• Provide scope to apply transformation leadership that bridges strategic thinking and market execution within a collaborative, growth-oriented environment. 

• Offer opportunities to build and enhance system capabilities that make our franchise network more agile, data-enabled, and efficient. 

• Support your development as a transformation leader through exposure to regional and enterprise-level challenges that strengthen long-term business readiness. 

All persons hired will be required to verify identity and eligibility to work in the United States and to complete the required employment eligibility verification form (Form I-9) upon hire.

Skills:

Business Integrations, Business Planning, Channel Management, Communication, Execution Excellence, Market Dynamics, Negotiation, Revenue Growth Management, Value Chain Economics

Pay Range:

United States: 174,000 - 204,000 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:

Draper

Travel Required:

00% - 25%

Relocation Provided:

Yes

Job Posting End Date:

November 5, 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.