Job Description
Req179802 Position Purpose: The Sr. Manager, HR Strategy & Process, provides enterprise‑level expertise and direction on change management, communication, and human capital strategies in support of strategic initiatives across the SVP of HR’s portfolio, including Retail, Supply Chain, Pro, Services, Corporate Functions, and International. This role partners with business and functional leaders to understand strategic priorities and initiative outcomes, ensuring people and change considerations are fully integrated to drive value for the business and associates. The role works closely with Human Resources Centers of Excellence and key stakeholders across the enterprise to ensure the right HR capabilities, timing, and expertise are mobilized to deliver a consistent, effective associate experience. Serving as a change management and integration champion, this role ensures program and process adoption, realization, and sustainability. The Sr. Manager provides thought leadership on HR processes, associate impact, and enterprise implications; facilitates cross‑functional alignment; and delivers end‑to‑end solutions through strong partnership, disciplined execution, and continuous feedback. The role also serves as a trusted advisor and advocate for the associate experience as the organization navigates strategic, operational, and transformational change. Key Responsibilities: Project Retrospective & Continuous Improvement Identifies, documents, and mitigates project risks and issues across complex, cross‑functional initiatives Captures lessons learned at the conclusion of initiatives or phases and shares insights with PMO, HR leaders, and business partners Applies learning to strengthen future enterprise initiatives and improve change outcomes Business Partnership & Assessment Partners with senior leaders and functional teams across Retail, Supply Chain, Pro, Services, Corporate Functions, and International to develop a deep understanding of business strategies and initiative objectives Assesses people, organizational, and change impacts to ensure intended value and outcomes are realized Provides objective, well‑reasoned HR guidance by asking probing questions and identifying risks, opportunities, and dependencies Communication & Collaboration Ensures timely, clear communication of initiative status, impacts, and decisions to HR stakeholders and enterprise partners Collaborates with business leaders and HR COEs to gather insights, develop project plans, timelines, and change strategies Supports the definition and measurement of success metrics for pilots, proof points, and enterprise rollouts HR Thought Leadership Provides thought leadership in the design and execution of complex initiatives, ensuring people experience considerations are embedded end‑to‑end Facilitates working sessions and key meetings to integrate perspectives from Compensation, Talent Acquisition, Talent Management, Learning, Org Effectiveness, Communications, Change Management, and other HR COEs and business partners Drives alignment across HR and the business to deliver scalable, sustainable solutions that reflect enterprise priorities and values Key Responsibilities: 10% Agile Retrospective - Determines and documents project issues/risks and tracks timely mitigation/resolution At the completion of a project or project phase, captures key lessons learned and communicates to PMO and business. Effectively applies lessons learned in subsequent projects 35% Business Partnership & Assessment - By partnering with the business, gains a deep understanding of business needs and project outcomes in order to ensure value is realized via the people and change management components of the project 20% Communication & Collaboration - Ensures project information is communicated to key HR stakeholders and assists business and COEs in gathering data, building project timelines, and change management plans. Aids in selection of success metrics for proof of concepts, pilots, and rollouts 35% Thought Leadership - Provides thought leadership to the creation of project plans and facilitates working sessions and key meetings to ensure all elements of the people experience are considered from Compensation, Talent Acquisition, Selection, Communication, Org Effectiveness, Change Management etc Direct Manager/Direct Reports: This Position typically reports to Sr. Director or Director of Human Resources This Position has 0-3 Direct Reports Travel Requirements: