Senior Manager HR Strategy

Ahold Delhaize•Pleasant Hill, CA

About The Position

ADUSA Distribution is the distribution company of Ahold Delhaize USA, providing distribution services to one of the largest grocery retail supply chains in the nation. ADUSA Distribution fosters a culture that inspires and empowers our associates to always deliver exceptional service and value. Our team is supporting the supply chain network evolution to an integrated self-distribution model of the future, serving leading omnichannel grocery brands – Food Lion, Giant Food, The GIANT Company, Hannaford and Stop & Shop. To learn more about our company and the other supply chain companies of Ahold Delhaize USA, visit www.adusasc.com. What: The HR Strategy Manager II operationalizes the HR strategy across the supply chain HR organization by building core HR role clarity, interaction models, network routines, and manager-level development plans. The role leads implementation planningand communications that align field and corporate teams to standards and timelines, ensuring a consistent, high-quality associateand leader experience. How: Through disciplined program management, clear documentation, and strong facilitation, the Manager creates and maintains HR Core Roles with RACI, designs the HR interaction model, codifies network routines (QBRs, cadence calendars, governance), and leads annual development and training plans for critical HR roles focused on the Manager population. The role provides HR-for-HR support (cycle calendars, playbooks, toolkits), coordinates implementation schedules across field and corporate teams, and crafts executive-ready narratives and communication plans in partnership with the Director and VP of HR. Why: To deliver a modern, consistent HR operating model that improves service quality, accelerates decision speed, and grows HR capability—so HR can demonstrably increase business value and impact across the network. Supervision Given & Received: Primarily spends the majority of time working cross functionally among HR teams and planning for adoption of key initiatives we elect to implement form our global and domestic partners. Direct leadership of an HR Specialist overseeing HR strategy routines, analysis, progress-to-goals measurement, external benchmarking, and proactive solution design. Operates with guidance from the Director II, HR Strategy & Design; collaborates closely with the VP of HR and HR COE leaders.

Requirements

Education: Bachelor’s degree in HR, Business, Organizational Psychology, or related field required; Master’s (MBA/MSHR) preferred.
Experience: 8-12 years progressive HR experience with exposure to multiple COEs (Talent/Engagement/DEI, HRIS/Service Delivery, Total Rewards, Performance, HR Strategy), including program management and change management responsibilities.
Travel: Ability to travel up to 20–40% to supply chain sites, corporate offices, and vendor locations across the East Coast.
Work Environment: Primarily office-based with occasional visits to warehouse and distribution environments, which may involve exposure to varying temperatures and operational noise.
Physical Demands: Standard office activities with occasional walking in large facilities; ability to stand for extended periods during site visits or meetings.
Relocation: Willingness to relocate or maintain regular presence at the designated corporate office if required.
Schedule Flexibility: Ability to work extended hours or adjust schedule during critical project phases or network-wide initiatives.

Nice To Haves

Preferred Experience: Supply chain/manufacturing environment; designing role architecture and RACI; building training plans for manager populations; standing up cadence calendars and governance routines; vendor and technology adoption support.
Certifications (preferred): SHRM-CP or SHRM-SCP; Prosci (change); PMP (program management)

Responsibilities

HR Core Roles & Interaction Model · Lead the creation and ongoing maintenance of HR Core Roles (role purpose, accountabilities, capabilities) with RACI clarity across field and corporate HR teams.
Define and document the HR interaction model (service pathways, handoffs, escalation standards) to reduce cycle time and improve decision quality.
Network HR Strategy · Partner with the HRBP team to document, align, and track strategic goals across the network, ensuring we capture the right inputs to design, deploy, and monitor our HR strategy; oversee routines such as cadence calendars, QBRs, leadership forums, and action‑plan tracking.
Collaborate with the HRBP team to establish OKRs and build dashboards that measure progress and outcomes for the total HR organization; synthesize insights and drive course‑correction discussions with leaders.
Network-Wide Development Roadmap · Build annual development and training roadmaps for entire HR team (curriculum, learning pathways, practice, and assessment).
Own HR Talent Ecosystem (Talen Planning, Assessments, and Reviews for entire function)
Partner with HR COEs and Operations to align training content to business priorities and capability needs.
HR for HR · Act as confidential partner for HR team, mapping out resourcing plans, supporting cultural improvements such as AES, Investigations, and Employee Relations support for the entire HR organization.
Create and maintain HR cycle calendars, playbooks, templates, and onboarding materials to standardize how HR works.
Provide consultative support to HR leaders on adopting standards, using tools, and embedding routines
Implementation Planning & Change Management · Lead the organization and timing of strategy and design work to be implemented across field and corporate teams (project plans, milestones, stakeholder maps, readiness checks).
Coordinate change management: communications, training, adoption metrics, and feedback loops.
Strategy Activation & Communications · Partner with the Director and VP of HR to bring the company HR Strategy to life through town halls, roadshows, leader toolkits, and storytelling that charts our evolution and impact over time.
Produce executive-ready narratives, decks, and artifacts that engage HR teams and business leaders.
Analytics, Benchmarking & Continuous Improvement · Lead the HR Specialist in building scorecards, tracking progress-to-goals, and benchmarking externally to inform new, proactive solutions.
Use data to identify bottlenecks and prioritize improvements; document benefits realized and lessons learned.
Risk, Compliance & Quality · Maintain policy, privacy, and data integrity standards within HR-for-HR tools and routines; support audit-ready documentation and SLA dashboards.