Cross-Functional HR Strategy & Process Lead

Position Purpose: The Manager, HR Strategy & Process drives alignment, integration, and execution of HR initiatives that support the SVP of Human Resources’ full portfolio, including Retail, Supply Chain, Pro, Services, Corporate Functions, and International. This role partners closely with senior business leaders, HR leadership, and Centers of Excellence to translate strategic priorities into scalable processes, coordinated plans, and sustainable solutions. The role provides structure, discipline, and leadership across complex, cross‑functional initiatives, ensuring people, process, and change considerations are thoughtfully integrated throughout the lifecycle of work. By applying consistent methodologies and governance, the Manager enables clarity of ownership, effective decision‑making, and accountability across diverse teams, operating models, and geographies. In addition, this role serves as a connector across HR and the business, facilitating alignment, delivering clear insights and artifacts, and ensuring initiatives remain focused on business impact, associate experience, and long‑term organizational effectiveness. Key Responsibilities: Leads complex, cross‑functional HR initiatives by developing integrated plans that manage scope, timelines, dependencies, risk, and outcomes Applies disciplined governance and change practices to ensure alignment, accountability, and effective execution Prepares decision materials and documentation to support tradeoffs, impacts, and leadership decisions Partners with HR leaders and business stakeholders to provide clear visibility into progress, risks, and milestones Facilitates alignment across functions, teams, and operating environments to support coordinated delivery Supports leadership forums, reviews, and updates with concise, actionable communication Identifies risks, interdependencies, and constraints; establishes mitigation and escalation paths as needed Monitors progress and adapts plans to address emerging risks, priorities, or changes Advises stakeholders on implications, options, and required actions Partners with HR and business leaders to ensure initiatives remain aligned to evolving strategy and priorities Enables integrated delivery across HR Centers of Excellence and enterprise partners, balancing consistency with flexibility Serves as a trusted advisor focused on business impact and associate experience Synthesizes feedback and lessons learned to improve future initiatives and ways of working Drives clarity, efficiency, and effectiveness across HR processes and execution Project Management: Develops an effective plan for controlling project scope, schedule and cost, and monitors project execution to ensure that the plan is being followed. Creates and effectively coordinates documentation to explain changes or potential changes to the baseline and ensures the approved changes are implemented. Communication: Communicates project/program statuses to clients/leadership. Risk Mitigation: Leads the definition of project/program risks and the required mitigation approaches. Monitors activities and outcomes for the occurrence of risks and takes timely action to mitigate or mitigate the risk. Advises project team members and stakeholders of actions required or completed. Client Management: Ensures client programs are reviewed to remain up‑to‑date and remain relevant to the business line need. Presentation: Will often present projects/programs in a presentation setting to clients/leadership/HR. Will solicit feedback and take action to make enhancements to meet the need of the business line. Direct Manager / Direct Reports: Position reports to Director of Human Resources. Position has no direct reports. Travel Requirements: Typically requires overnight travel less than 10% of the time. Physical Requirements: Most of the time is spent sitting in a comfortable position and there is frequent opportunity to move about. On rare occasions there may be a need to move or lift light articles. Working Conditions: Located in a comfortable indoor area. Any unpleasant conditions would be infrequent and not objectionable. Minimum Qualifications: Must be eighteen years of age or older. Must be legally permitted to work in the United States. Preferred Qualifications: Bachelor's degree in related field, or Home Depot experience equivalent. 5 years of related work experience. PMP Certification. Previous project management experience. Human Resources knowledge. Minimum Education: The knowledge, skills and abilities typically acquired through the completion of a high school diploma and/or GED. Minimum Years of Work Experience: 3 Competencies: Demonstrated leadership qualities such as conflict/issue resolution, the ability to run a project or serve as project manager on a program team and can ensure a successful project lifecycle. Ability to communicate (verbally and in writing) effectively with stakeholders and senior business leadership. Ability to organize and work effectively with project teams of diverse staff both internal and external to The Home Depot. #J-18808-Ljbffr The Home Depot