Specialist III Organizational Design & Workforce Insights

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 .

The Specialist III Organizational Design & Workforce Insights serves as the enterprise organizational architect for ADUSADistribution & Transportation. This role partners directly with the VP and Director team as a strategic advisor providing deepanalytical insights structural recommendations and future-ready organizational models that ensure the business is positioned foroperational excellence cost efficiency and long-term growth.

This role leads complex spans-and-layers analysis financial modeling benchmarking and scenario design to optimize how work is structured across the network. Operating with a high degree of independence the Specialist III challenges the status quo identifiesstructural inefficiencies and enables leaders to make strategic data-driven workforce decisions.

The role is responsible for modernizing job architectureincluding job codes job design philosophy job documentation and careerfoundationsand ensuring alignment with enterprise talent strategy. It works closely with Talent Compensation Finance andcross-functional HR partners to ensure organizational structures support both business priorities and the companys futurecapability needs. Additionally this leader provides external supply chain benchmarking on current and emerging industry trends inresource allocation labor strategies and organizational models including advances in leveraging AI as part of workforce solutionsand automated design practices.

This position plays a critical role in designing a scalable and financially accountable operating model driving organizationaleffectiveness and shaping the future of work across Distribution & Transportation.

Primary Duties

Organizational Design Leadership & Structural Strategy

Serves as the primary organizational design advisor to VPs and Directors delivering insights that shape operating modelsworkforce structures and leadership capacity.

Leads design and optimization of organizational structures based on spans-and-layers data role accountability clarity andlong-range capability needs.

Uses scenario modeling to evaluate multiple future-state operating models integrating business strategy financial impactand workforce implications.

Challenges outdated structures and proposes modern scalable configurations aligned to industry trends and futuregrowth.

Workforce Analytics Financial Modeling & Resource Optimization

Conducts advanced workforce analytics including staffing ratios leadership bandwidth cost modeling and workforceallocation scenarios.

Provides financial impact assessmentsincluding organizational cost savings reinvestment opportunities and labor allocation efficiencies.

Analyzes workforce patterns to recommend AI-informed workforce solutions such as automated scheduling predictive labor modeling and digital capability matching.

Partners with Finance to validate and socialize financial impacts tied to organizational recommendations.

External Supply Chain Benchmarking Industry Research & AI Workforce Insights

Leads ongoing external benchmarking against leading supply chain organizations including workforce structure operating models leadership ratios and cost allocations.

Provides insights on emerging supply chain trendsautomation robotics integration AI-driven labor planning predictive workforce modeling micro-fulfillment staffing and digital capability shifts.

Evaluates AI technologies that support workforce analysis scenario design and dynamic labor planning; socializes insights with HR and Operations leadership.

Synthesizes market insights into actionable recommendations that shape the networks long-term structural strategy.

Acts as the future-of-work advisor for operational HR ensuring structures account for evolving automation and digital skill needs.

Job Architecture Job Code Modernization & Governance

Modernizes job architecture across Distribution & Transportation ensuring clarity consistency and future skill alignment.

Leads job code evaluation redesign of job descriptions and creation of capabilities aligned to automation digital literacy and modern supply-chain competencies.

Establishes governance and standards for job creation leveling and documentation across the network.

Partners with Compensation Talent and HRBPs to build job structures aligned with business capability market trends and workforce evolution.

Organizational Health Insights & Strategic Workforce Planning

Develops dashboards and insights on organizational health metrics including spans layers leadership bandwidth cost allocation and workforce mix.

Identifies systemic risks such as structural bottlenecks leadership capacity gaps or inefficient resource deployment.

Integrates external benchmarks and AI-enabled workforce insights into long-range workforce planning and leadership pipeline strategy.

Partners with the Talent Planning Leader on future capability modeling and succession implications tied to structural design.

Change Leadership & Executive Communication

Creates executive-level communication materials including organizational recommendations benchmarking summaries AI opportunity analyses and business cases.

Partners with Change Management to ensure adoption of new org structures job architecture updates and workforce redesigns.

Provides consultation to leaders during transitions tied to structural change automation integration or workforce model evolution.

Process Excellence Tools & Continuous Improvement

Designs standardized organizational design processes tools and templates reflecting modern practices and AI-enabled enhancements.

Introduces new methodologies such as automated structure modeling predictive labor analytics and digital workforce planning tools.

Identifies opportunities to streamline workflows reduce structural complexity and increase clarity for leaders.

Qualifications

Education:

Bachelors degree in Human Resources Organizational Development Business or related field required.

Experience:

810 years of experience in organizational design workforce planning HR analytics supply-chain strategy or relatedfields.

Demonstrated experience conducting benchmarking leading org design assessments and influencing senior leaders.

Experience with financial modeling spans-and-layers analysis or workforce cost modeling.

Experience working with or evaluating AI-driven workforce planning tools preferred.

HR certification (PHR SHRM-CP) preferred.

Other

Travel required (approximately 15-40%)

Ability to work in both corporate and operational environments.

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