Senior Manager, HR Strategy & Portfolio

Overview The Senior Manager, HR Strategy & Portfolio is a high‑impact role responsible for shaping and translating enterprise HR strategy into a focused, executable roadmap. Partnering closely with the Senior Director, HR Operations & Transformation and the HR Leadership Team, this role drives clarity on where HR should invest, how work should be sequenced, and how progress should be measured. The role serves as the primary owner of the HR portfolio and strategic operating rhythm, leading prioritization, trade‑off discussions, and governance across a complex set of initiatives. This position also builds and matures the portfolio management capability for HR, ensuring initiatives are aligned to business priorities, supported by the right metrics, and delivered with discipline at scale. Success in this role means fewer, better‑prioritized initiatives, stronger alignment across stakeholders, and clear linkage between HR investments and business performance in the field. The role leads a small team and succeeds through strong influence, executive facilitation, and the ability to drive alignment without relying solely on formal authority. Duties & Responsibilities Partner with the Senior Director, HR Operations & Transformation and the HR Leadership Team to shape and refine HR strategy, then translate priorities into an integrated roadmap aligned to transformation goals and business outcomes. Lead enterprise prioritization and trade‑off discussions, challenging assumptions and clarifying where HR should invest, sequence, pause, or stop work to maintain focus on the highest‑impact initiatives. Own and continuously refine the integrated HR roadmap, including initiative definition, sequencing, key dependencies, major milestones, and visibility into value realization. Build and run the HR portfolio management capability by establishing governance forums, intake processes, tools, templates, standards, and operating rhythms that create the discipline required to deliver HR priorities at scale. Facilitate strategy and roadmap discussions with senior leaders, synthesizing complex issues into clear options, recommendations, and decisions that enable forward progress. Prepare decision‑ready materials, analysis, and recommendations to support HRLT discussions and strategic decision‑making. Partner with Data & Analytics, Finance, HR Technology, and initiative owners to define success measures and ensure HR initiatives are linked to measurable business outcomes and business performance in the field. Monitor portfolio health and execution risk, proactively surfacing cross‑functional dependencies, capacity constraints, delivery risks, and misaligned investments to support timely decision‑making. Lead and develop a small team while coaching initiative owners and project leads to strengthen planning, accountability, and execution discipline across the HR organization. Candidate Requirements Education – Bachelor’s degree in Business, Human Resources, or a related field, or equivalent years of experience. An MBA or equivalent graduate degree is highly desirable. Experience – Minimum six years of experience in strategy, operations, transformation, or management consulting required, with significant experience in a complex, matrixed environment. Experience within a top‑tier management consulting firm strongly preferred (for example, McKinsey, BCG, or Bain), and/or comparable in‑house strategy or transformation experience within a large enterprise. Demonstrated success facilitating strategy discussions, translating high‑level priorities into executable roadmaps, and leading portfolio governance for cross‑functional initiatives. Prior people leadership experience required, with direct management and development of a small team preferred. Skills Exceptional structured problem‑solving, strategic synthesis, and executive communication skills. Strong capability in strategy facilitation, roadmap development, portfolio management, and prioritization across competing demands. Ability to influence senior stakeholders, drive alignment, and lead change without direct authority. Advanced analytical skills with the ability to convert complex qualitative and quantitative inputs into clear recommendations and decisions. Proficiency with strategic planning and change management approaches such as operating model design, capability mapping, and change adoption frameworks. Strong judgment, follow‑through, and comfort building new processes, tools, and management routines from the ground up. People leadership skills with the ability to coach, develop, and elevate a small team while setting a high bar for performance. Physical Demands and Working Conditions The physical demands are representative of those that must be met by an employee to perform the essential function of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Incumbent must be prepared to: move up to 10 pounds occasionally, by lifting, carrying, pushing, pulling, or otherwise repositioning objects; sit for long periods of time while using office equipment such as computers, phones and etc.; perform repetitive motions involving the wrists, hands, and fingers, such as typing, picking, and pinching, within your regular work environment; express or exchange ideas with others through the use of spoken word, quickly, accurately, and at an easily audible volume, and receive detailed information through oral communication at usual speaking levels without correction, and/or make fine discriminations in the nature of sounds in the environment. Incumbent is required to have near‑range visual acuity for detailed tasks and ability to perform activities with precision such as analyzing data, viewing computer screens or reading extensively. Incumbent will be subject to indoor working conditions: the change of building environment such as with or without air conditioning and heating. EOE Statement Our companies are proud to be affirmative action (AA) and Equal Opportunity Employers (EOE) inclusive of veterans and those with disabilities. #J-18808-Ljbffr The Terminix International Company Limited Partnership