Manager Organizational Talent Planning

Ahold Delhaize•Pleasant Hill, ME

19h

About The Position

The Manager II Organizational Talent Planning leads and integrates enterprise talent planning, organizational design, and organizational development practices across ADUSA Distribution & Transportation. The role owns the end-to-end talent cycle, including succession planning, performance management, talent reviews, career pathing, and individual development planning, to ensure the organization has the leadership depth and workforce capabilities needed for current and future business demands. Working closely with senior business leaders and HR Business Partners, this position designs and deploys scalable, data-driven talent strategies aligned with operational growth, workforce stability, and transformation initiatives. It also leads organizational design efforts, engagement survey deployment and action planning, early talent programs, and executive recruiting alignment. The manager establishes talent frameworks and governance, analyzes workforce and talent data, provides executive-level reporting, manages vendors and budgets, and leads talent program team members or project resources. The role requires approximately 20–30% travel to distribution centers and transportation sites and work in both corporate and operational environments.

Requirements

Bachelor’s degree in Human Resources, Organizational Development, Business, or a related field.
8–12 years of progressive experience in Talent Management, Organizational Development, Talent Programs, or related HR disciplines.
Demonstrated experience leading enterprise talent cycles, including performance, succession, and engagement.
Experience facilitating leadership discussions and group process sessions.
Demonstrated success influencing senior leaders, navigating complex environments, and delivering large-scale, enterprise-wide initiatives.
Exceptional relationship-building, consulting, and strategic thinking capabilities.
Ability to translate business needs into impactful people strategies that drive measurable results.
Strong leadership skills, including the ability to inspire, coach, and develop teams in a fast-paced environment.
Knowledge of talent management frameworks, including succession planning, performance management, and leadership pipeline models.
Understanding of organizational design principles, organizational development methodologies, engagement survey methodologies, action planning frameworks, change management models, and group facilitation practices.
Knowledge of HR systems supporting performance, succession, and talent analytics; financial and workforce planning related to organizational structure and resource alignment; and the integrated employee talent lifecycle.
Skills in strategic talent planning, workforce alignment, organizational design, structural analysis, leadership facilitation, advanced data analysis and reporting, project and program management, executive-level stakeholder consultation, change management, communication planning, coaching, and capability building.
Ability to align talent strategies with complex operational and growth objectives, influence senior leaders, assess organizational health, design scalable solutions, manage multiple enterprise-wide processes, exercise sound judgment, and drive adoption and sustained behavioral change.
Approximately 20–30% travel to distribution centers and transportation sites.
Ability to work in corporate and operational environments.

Nice To Haves

Master’s degree (MBA, MSHR).
HR certification such as PHR/SPHR, SHRM-CP/SHRM-SCP, ODCP, or ODCC.
Experience with HRIS or talent systems such as SuccessFactors.

Responsibilities

Develop and execute an organizational talent planning strategy aligned with Distribution & Transportation business priorities.
Own annual and ongoing talent management cycles, including performance management, succession planning, talent reviews, and development planning.
Design tools, frameworks, and governance to support consistent talent-process execution across functions and sites.
Partner with HRBPs and leadership teams to align talent priorities with workforce planning and succession strategies.
Ensure talent programs support diversity, equity, inclusion, and internal mobility objectives.
Lead succession planning to identify critical roles, assess readiness and risk, and build leadership bench strength.
Facilitate talent reviews with senior leaders and develop leadership pipeline strategies for short- and long-term needs.
Design and oversee performance management, including communications, training, system enhancements, goal-setting, feedback, and performance differentiation resources.
Develop career pathing frameworks and individual development plan processes, partnering with Learning & Development to address capability gaps.
Lead organizational design initiatives and assessments to optimize structure, spans and layers, decision rights, role clarity, effectiveness, and capability alignment.
Advise leaders on structural changes related to growth, automation, cost optimization, and operational transformation.
Establish and monitor talent metrics, analyze talent data, identify organizational risks, and provide executive-level reporting and recommendations.
Continuously evaluate and improve talent processes to strengthen efficiency, effectiveness, and adoption.
Select and manage external vendors supporting assessment tools and organizational development initiatives; align solutions with HR systems and technology capabilities.
Manage budgets for talent planning and organizational development initiatives.
Provide direction to talent program team members or project resources, balance workloads, and ensure high-quality delivery.
Coach HRBPs and leaders on talent processes, group facilitation, and organizational development principles.
Build HR capability to execute integrated talent strategies effectively.