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Role OverviewThe Senior Manager, Global FM Performance is responsible for global governance, performance management, and accountability of workplace facilities management service providers, with primary emphasis on Coca-Cola's strategic partnership with CBRE.This role ensures that vendors consistently deliver against defined outcomes, service levels, and contractual commitments across Coca-Cola's global workplace portfolio. Acting as the enterprise owner of performance management, this role establishes the cadence, metrics, and forums that enable transparency, informed challenge, and continuous improvement-without assuming responsibility for day-to-day service delivery.Success in this role requires a strong background in facilities operations and performance management, enabling the Senior Manager to effectively evaluate what is working, what is not, and where optimization opportunities exist. The role leverages both quantitative data (KPIs, trends, benchmarks) and qualitative insights (operational judgment, field feedback, partner behavior) to drive better outcomes.Core AccountabilitiesGlobal Vendor Performance Governance (Primary Ownership)Own the global performance governance framework for facilities management service providers.Serve as the primary owner of the enterprise's performance relationship with CBRE.Establish clear performance expectations aligned with global workplace standards, outcomes, and service models.Ensure consistent application of performance governance across regions and service lines.Performance Measurement, KPIs & Accountability (Primary Ownership)Define, track, and govern KPIs, goals, and objectives for FM service delivery globally.Own the performance cadence, including:Monthly operational performance reviewsQuarterly Business Reviews (QBRs)Annual performance evaluationsEnsure performance metrics are meaningful, outcome-focused, and aligned with enterprise priorities.Partner with CBRE to ensure data integrity, transparency, and consistency in reporting.Data-Driven Evaluation & Insight GenerationLeverage quantitative data (KPIs, trends, service metrics, financial indicators) and qualitative inputs (site feedback, leadership observations, risk signals) to assess vendor performance.Identify systemic issues, root causes, and improvement opportunities across the portfolio.Translate performance data into clear insights and recommendations for senior leadership.Distinguish isolated execution issues from structural or model-level challenges.Performance Optimization & Continuous ImprovementLead efforts to optimize FM performance, focusing on reliability, consistency, cost effectiveness, and user experience.Identify opportunities to improve service delivery through process improvements, standardization, or changes in partner behavior.Collaborate with CBRE to drive corrective action plans and continuous improvement initiatives.Escalate performance risks and trends through established governance channels.Partner Relationship Management (Governance Lens)Maintain a strong, professional, and outcome-focused relationship with CBRE leadership.Provide informed challenge to partner recommendations, supported by data and operational insight.Reinforce a culture of accountability, transparency, and shared ownership of outcomes.Avoid involvement in daily operational decision-making or issue resolution.Cross-Functional Partnership & Role ClarityRelationship to Senior Director I, Global Workplace Platform Strategy & OperationsExecutes within the strategy, standards, and operating model set by the Senior Director.Provides performance insights that inform enterprise decisions, risk management, and continuous improvement.Elevates performance trends and risks requiring executive attention.Relationship to Director, Engineering Infrastructure and Asset StrategyIncorporates asset reliability and lifecycle insights into performance discussions.Aligns operational performance outcomes with asset strategy expectations.Does not own asset strategy or capital planning decisions.Relationship to Senior Manager, Global Workplace Safety, Compliance & ContinuityEnsures safety, compliance, and continuity outcomes are reflected in performance metrics and reviews.Supports accountability for safety-related performance expectations.Does not own safety standards or compliance frameworks.Relationship to CBREOwns performance governance and accountability.Enables execution through clear expectations and disciplined review forums.Holds CBRE accountable for outcomes-not activities.What This Role Is - and Is NotThis role is:The global owner of FM performance governance and vendor accountability.Data-driven, insight-oriented, and outcome-focused.A role for a leader who understands operations but operates at a strategic level.This role is not:A hands-on facilities or service delivery role.A replacement for CBRE's operational leadership.A passive contract administration function.Qualifications & ExperienceRequiredBachelor's degree in Finance, Facilities Management, Engineering, Business, or a related field, or equivalent experience.8+ years of experience in finance, data & analytics, performance management, facilities management, operations, or within complex portfolios.Demonstrated experience managing performance in an outsourced FM model.Strong understanding of facilities operations and service delivery dynamics.Proven ability to use quantitative and qualitative data to evaluate performance.Strong analytical, communication, and stakeholder management skills.PreferredExperience working with CBRE or similar global FM providers.Experience in Fortune 100 or similarly complex global organizations.Familiarity with KPI frameworks, SLAs, and performance benchmarking.Professional certifications (e.g., CFM, FMP, PMP).Leadership CompetenciesPerformance-Driven: Focused on outcomes, accountability, and continuous improvement.Analytical & Insightful: Uses data to separate signal from noise.Operationally Fluent: Understands facilities operations well enough to challenge constructively.Clear Communicator: Translates performance data into actionable insights.Balanced Partner: Builds strong relationships while holding firm on expectations.Success in This Role Looks LikeClear visibility into global FM performance and trends.Strong accountability and transparency with CBRE and other vendors.Measurable improvements in service consistency, reliability, and value.Performance data that enables confident leadership decisions.A mature, disciplined performance management model aligned with Coca-Cola's global workplace strategy.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.Pay Range:$126,000 - $145,000Base 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:15Annual 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 AmericaCity/Cities:AtlantaTravel Required:00% - 25%Relocation Provided:NoJob Posting End Date:April 13, 2026Our 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 (https://www.coca-colacompany.com/company/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.Annual Incentive Reference Value Percentage:15Annual 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.

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.