Senior Manager HR Strategy

Pleasant Hill, OH - USA

Monthly Salary: Not Disclosed

Posted on: 10 hours ago

Vacancies: 1 Vacancy

Job Summary

ADUSA Distribution is the distribution company of Ahold Delhaize USA providing distribution services to one of the largest grocery retail supply chains in the nation. ADUSA Distribution fosters a culture that inspires and empowers our associates to always deliver exceptional service and value. Our team is supporting the supply chain network evolution to an integrated self-distribution model of the future serving leading omnichannel grocery brands Food Lion Giant Food The GIANT Company Hannaford and Stop & Shop. To learn more about our company and the other supply chain companies of Ahold Delhaize USA visit .

What: The HR Strategy Manager II operationalizes the HR strategy across the supply chain HR organization by building core HRrole clarity interaction models network routines and manager-level development plans. The role leads implementation planningand communications that align field and corporate teams to standards and timelines ensuring a consistent high-quality associateand leader experience.

How: Through disciplined program management clear documentation and strong facilitation the Manager creates and maintainsHR Core Roles with RACI designs the HR interaction model codifies network routines (QBRs cadence calendars governance)and leads annual development and training plans for critical HR roles focused on the Manager population. The role provides HR-for-HR support (cycle calendars playbooks toolkits) coordinates implementation schedules across field and corporate teams andcrafts executive-ready narratives and communication plans in partnership with the Director and VP of HR.

Why: To deliver a modern consistent HR operating model that improves service quality accelerates decision speed and grows HRcapabilityso HR can demonstrably increase business value and impact across the network.

Supervision Given & Received: Primarily spends the majority of time working cross functionally among HR teams and planningfor adoption of key initiatives we elect to implement form our global and domestic partners. Direct leadership of an HR Specialistoverseeing HR strategy routines analysis progress-to-goals measurement external benchmarking and proactive solution with guidance from the Director II HR Strategy & Design; collaborates closely with the VP of HR and HR COE leaders.

Primary Duties

HR Core Roles & Interaction Model

Lead the creation and ongoing maintenance of HR Core Roles (role purpose accountabilities capabilities) with RACIclarity across field and corporate HR teams.

Define and document the HR interaction model (service pathways handoffs escalation standards) to reduce cycle timeand improve decision quality.

Network HR Strategy

Partner with the HRBP team to document align and track strategic goals across the network ensuring we capture the right inputs to design deploy and monitor our HR strategy; oversee routines such as cadence calendars QBRs leadership forums and actionplan tracking.

Collaborate with the HRBP team to establish OKRs and build dashboards that measure progress and outcomes for the total HR organization; synthesize insights and drive coursecorrection discussions with leaders.

Network-Wide Development Roadmap

Build annual development and training roadmaps for entire HR team (curriculum learning pathways practice and assessment).

Own HR Talent Ecosystem (Talen Planning Assessments and Reviews for entire function)

Partner with HR COEs and Operations to align training content to business priorities and capability needs.

HR for HR

Act as confidential partner for HR team mapping out resourcing plans supporting cultural improvements such as AES Investigations and Employee Relations support for the entire HR organization.

Create and maintain HR cycle calendars playbooks templates and onboarding materials to standardize how HR works.

Provide consultative support to HR leaders on adopting standards using tools and embedding routines

Implementation Planning & Change Management

Lead the organization and timing of strategy and design work to be implemented across field and corporate teams (project plans milestones stakeholder maps readiness checks).

Coordinate change management: communications training adoption metrics and feedback loops.

Strategy Activation & Communications

Partner with the Director and VP of HR to bring the company HR Strategy to life through town halls roadshows leader toolkits and storytelling that charts our evolution and impact over time.

Produce executive-ready narratives decks and artifacts that engage HR teams and business leaders.

Analytics Benchmarking & Continuous Improvement

Lead the HR Specialist in building scorecards tracking progress-to-goals and benchmarking externally to inform new proactive solutions.

Use data to identify bottlenecks and prioritize improvements; document benefits realized and lessons learned.

Risk Compliance & Quality

Maintain policy privacy and data integrity standards within HR-for-HR tools and routines; support audit-ready documentation and SLA dashboards.

Qualifications

Education: Bachelors degree in HR Business Organizational Psychology or related field required; Masters(MBA/MSHR) preferred.

Experience: 8-12 years progressive HR experience with exposure to multiple COEs (Talent/Engagement/DEI

HRIS/Service Delivery Total Rewards Performance HR Strategy) including program management and changemanagement responsibilities.

Preferred Experience: Supply chain/manufacturing environment; designing role architecture and RACI; building trainingplans for manager populations; standing up cadence calendars and governance routines; vendor and technology adoptionsupport.

Certifications (preferred): SHRM-CP or SHRM-SCP; Prosci (change); PMP (program management)

Other

Travel: Ability to travel up to 2040% to supply chain sites corporate offices and vendor locations across the East Coast.

Work Environment: Primarily office-based with occasional visits to warehouse and distribution environments which may

involve exposure to varying temperatures and operational noise.

Physical Demands: Standard office activities with occasional walking in large facilities; ability to stand for extended periods during site visits or meetings. Relocation: Willingness to relocate or maintain regular presence at the designated corporate office if required. Schedule Flexibility: Ability to work extended hours or adjust schedule during critical project phases or network-wide initiatives.

We are an organization that values diversity and encourages all qualified individuals to apply without regard to sex race color ancestry national origin citizenship status religion age marital status (including civil unions) military service veteran status pregnancy (including childbirth and related medical conditions) genetic information sexual orientation gender identity legally recognized disability domestic violence victim status or any other characteristic protected by law.

Our organization is committed to working with and providing reasonable accommodations to individuals with disabilities including you have a disability and require assistance in the application process please email

Required Experience:

Senior Manager