Sr Manager, HR Strategy & Process

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 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. 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. 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. 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. Responsibility Breakdown 10% Agile Retrospective – Determines and documents project issues/risks, tracks mitigation/resolution, captures lessons learned, and communicates to PMO and business. 35% Business Partnership & Assessment – Partners with the business to gain a deep understanding of business needs and project outcomes to ensure value is realized via the people and change management components. 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 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 Brings strong analytical judgment, using key HR metrics and insights to prioritize efforts, assess impact, and inform decision‑making. Demonstrated ability to collaborate and work effectively with cross‑functional teams. Demonstrated project management skills. Ability to convey complex or technical ideas and processes in easy‑to‑understand terms to diverse audiences. Excellent written and verbal communication skills. Proven experience managing large cross functional scope projects. Prior HR generalist experience. Strong ability to story tell through data and Microsoft tools. Minimum Education The knowledge, skills and abilities typically acquired through the completion of a bachelor's degree program or equivalent degree in a field of study related to the job. Minimum Years of Work Experience 8 Competencies Courage Manages Ambiguity Manages Complexity Collaborates Optimizes Work Processes Communicates Effectively Interpersonal Savvy Ability to effectively use data to problem solve and implement solutions Strong business acumen and curiosity to learn about business problems and find solutions Able to navigate effectively across multiple functions and manage competing demandsTakes initiative and has a high sense of urgency, able to handle competing priorities with accuracy and efficiency while meeting deadlines #J-18808-Ljbffr The Home Depot