Director, RGM Franchise Execution Southwest

The RGM Franchise Execution Director role plays a critical leadership role within the NAOU Revenue Growth Management organization, serving as the key connection point between RGM Center, Franchise Leadership, and Bottlers. This role will support the Coca-Cola Southwest Franchise Team and is responsible for translating enterprise‑level RGM strategies, System Health priorities, and OBPPC frameworks into locally relevant, executable Franchise and Bottler plans.

In addition to managing CCSWB from an RGM perspective, this position will also manage 1 or 2 customer callpoints from an RGM perspective.   This will ensure the pull forward of customer facing RGM initiatives into CCSWB business plan.  The customer call points(s) will be relevant to the business for CCSWB and should constitute about 25% of the role

The RGM Franchise Lead ensures system alignment across planning, in‑year stewardship, and long‑range strategy, balancing the needs of multiple stakeholders while driving sustainable, profitable growth. This position is highly visible, requires strong commercial judgment and analytical capability, and demands the ability to influence without authority in a complex, matrixed system.

This role will be based in our Plano, TX office

Successful candidates bring strong RGM fundamentals, analytical capability, commercial judgment, and the ability to translate strategy into disciplined local execution. Key responsibilities include:

• →Serve as the primary day-to-day RGM interface among the RGM Center, CCSWB Franchise Leadership, and customer teams.
• →Lead RGM support for Southwest annual planning and Joint Business Planning, including opportunity mapping, territory and outlet assessments, Sources of Growth sizing, financial waterfalls, bottler commitments, and execution milestones.
• →Management of 1 or 2 customer call points from an RGM perspective that are relevant to CCSWB
• →Translate national System Health strategies (e.g., pricing, OBPPC, innovation) into Franchise‑specific priorities and Bottler execution plans.
• →Own in‑year performance stewardship, including identification of gaps, development of contingency actions, and tracking performance versus plan.
• →Partner with the Bottler to identify local opportunities, risks, and execution gaps; act as the Voice of Bottler in Center‑led strategy development.
• →Represent CCSWB Franchise priorities when evaluating Center initiatives, escalating material conflicts, exceptions, and investment needs to the Team Leader for broader system alignment.
• →Lead or support Southwest pilots and commercialization programs across package architecture, affordability, pricing, innovation, OBPPC, and execution; define success measures, capture learning, and share scalable insights with the Franchise RGM team.
• →Size and shape Southwest Sources of Growth and align local rate, mix, transaction, household, outlet, and package priorities with the annual and multi-year plan.
• →Enable system alignment through structured routines, governance forums, and cross‑functional collaboration.
• →Support capability development through best‑practice sharing, training, and adoption of RGM tools and frameworks.

Delivery of CCSWB annual and in-year revenue, profit, transaction, share, mix, and System Health objectives.

Clear translation of enterprise guardrails into executable CCSWB plans with strong bottler and Franchise alignment.

Timely identification of performance gaps, fact-based contingencies, disciplined action tracking, and effective escalation to the Team Leader.

Successful Florida pilots and commercialization programs with quantified business cases, execution readiness, and learning shared across Franchise RGM.

Adoption of common One-Table routines, RGM tools, analytics, guardrails, and ways of working across CCSWB Franchise and bottler teams.

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 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):

Travel Required:

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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.