Senior Analyst, Executive Talent Management

The Home Depot•GEORGIA - VIRTUAL - GA01, GA

5d•Onsite

About The Position

The Senior Analyst, Executive Talent plays a critical role in advancing The Home Depot's leadership strength by enabling data-driven talent decisions at the highest levels of the enterprise. This role serves as the primary steward of executive talent data, succession pipeline reporting, and talent management platform expertise — ensuring leaders and HR partners have the timely, accurate insights needed to identify, develop, and retain top talent. By maintaining the integrity of succession pipelines and supporting CEO-level talent exposure programs, this role directly contributes to The Home Depot's long-term organizational health, leadership continuity, and competitive advantage.

Requirements

Must be eighteen years of age or older.
Must be legally permitted to work in the United States.
Minimum of 2 years of relevant work experience in HR, Talent Management, People Analytics, or a related field
Experience working with HRIS or Talent Management platforms
Demonstrated ability to manage and analyze talent or HR data with a high degree of accuracy and attention to detail
Experience creating executive-ready presentations, reports, or dashboards
Strong organizational and project management skills with the ability to manage multiple priorities in a fast-paced environment
Demonstrated ability to maintain strict confidentiality when working with sensitive associate and leadership data

Nice To Haves

Prior experience supporting succession planning, executive talent, or leadership development programs in a corporate environment
Familiarity with succession frameworks such as 9-Box, talent calibration, readiness assessments, etc.
Experience with Workday Talent & Performance modules, including advanced reporting and configuration
Familiarity with AI tools and capabilities, either within an HCM/Talent system of record or through enterprise platforms such as Google Gemini Enterprise, Microsoft 365 Copilot, or similar tools, to streamline HR processes and enhance team productivity
Experience partnering with or presenting to senior or executive-level leaders
Familiarity with executive talent assessment frameworks, 9-box methodology, or similar talent calibration approaches
Prior experience in a large-scale, matrixed retail or corporate environment

Responsibilities

Supports the end-to-end execution of CEO Talent Exposure programs, coordinating logistics, participant communications, and program materials to ensure a seamless and high-impact experience for participants and senior leadership.
Partners with the Executive Talent team to evaluate program effectiveness and recommend enhancements that strengthen leadership readiness across the enterprise.
Serves as the primary subject matter expert for the company’s talent platform, owning the accuracy, integrity, and maintenance of executive talent data across the enterprise.
Partners with HR Business Partners and Technology teams to optimize platform functionality, troubleshoot issues, and ensure reporting capabilities are fully leveraged to support talent strategy.
Develops and maintains user guides and training materials to drive adoption and data quality across the organization.
Creates and maintains high-quality talent planning materials, including Executive Talent Cards, Succession Planning Templates, and system user guides, ensuring resources are clear, current, and accessible to business partners.
Continuously evaluates processes and tools to identify opportunities to streamline and improve the efficiency of talent management activities.
Serves as the Talent Reporting and Analytics SME for the Executive Talent team, translating complex data sets into clear, actionable insights that inform succession planning decisions and leadership pipeline strategies.
Designs and maintains succession reporting and executive talent dashboards, enabling senior leaders and HR partners to make informed, confident talent decisions.
Identifies data trends and proactively surfaces recommendations to improve talent pipeline depth and leadership diversity.