Overview The Manager, Supply Chain HR Programs & Transformation is responsible for leading and governing Supply Chain HR transformation programs, change management practices, project management standards, and talent review operations in support of business priorities. This role serves as the central owner for Supply Chain HR program governance and execution discipline-ensuring initiatives are prioritized, implemented consistently, measured effectively, and aligned to business outcomes.
This role partners closely with Supply Chain leadership, HR Business Partners, Centers of Excellence, and cross-functional business teams to activate enterprise HR programs and strategies within the Supply Chain organization. While HR COEs own the design of enterprise programs and processes, this role serves as a critical implementation partner-translating strategy into actionable deployment plans, driving adoption, managing change impacts, and ensuring programs are effectively integrated into Supply Chain operations. The role enables HRBPs to focus on strategic business partnership by providing centralized program management, change management structure, and operational discipline across Supply Chain People initiatives.
Responsibilities The Manager, Supply Chain HR Programs & Transformation owns the operational governance, activation, and execution discipline for Supply Chain HR initiatives. This role is accountable for establishing standardized tools, governance routines, prioritization processes, and adoption mechanisms that enable successful execution of Supply Chain People priorities.
- Change Management Ownership: Own the implementation and utilization of change management tools, methodologies, and governance practices across Supply Chain. Partner with HRBPs and business leaders to establish robust change management plans, strengthen organizational change capability, and drive consistent adoption approaches across sites. Develop and monitor change adoption metrics tied to business outcomes, readiness, and implementation effectiveness.
- HR Project Management Office (PMO): Serve as the central project management lead for Supply Chain HR initiatives. Own project intake, prioritization, governance routines, tracking mechanisms, and status reporting processes to ensure alignment to business priorities and visibility to Supply Chain HRLT and HRLT. Establish operational rigor and execution discipline across the HR function through standardized project management tools, templates, and operating rhythms.
- Project Governance & Execution Discipline: Own the governance framework for Supply Chain HR initiatives, including prioritization reviews, implementation tracking, risk escalation, milestone management, and accountability routines. Monitor on track/off-track status, execution risks, deliverables, and business outcomes while reinforcing consistent execution expectations across teams.
- M&A HR Integration Support: Lead Supply Chain HR project planning and execution activities related to mergers, acquisitions, and integration workstreams. Partner with HR COEs and business stakeholders to ensure alignment of the Supply Chain People Plan throughout integration activities.
- Talent Review (TOR) Process Ownership: Own the operational governance and execution of the Supply Chain Talent Review process, including timelines, calendars, process coordination, tool deployment, action tracking, and reporting of talent health metrics. Partner with Talent Development and HRBPs to support consistent execution and follow-through across the network while enabling HRBPs to focus on strategic business partnership and consulting.
- Cross-Functional Partnership & Program Activation: Partner with HRBPs, Supply Chain leaders, Talent Development, and HR COEs to activate enterprise programs and processes within Supply Chain. While COEs own enterprise program design, this role owns Supply Chain activation planning, operational integration, adoption support, execution tracking, and implementation governance. Translate enterprise strategies into operational implementation plans that support organizational effectiveness, leadership capability, workforce priorities, and sustainable adoption across the network.
- Data & Insights: Utilize people analytics and project metrics to assess program effectiveness, identify gaps, and inform recommendations. Build visibility into adoption, execution, and talent outcomes to support data-driven decisions.
- Summit Integration & Continuous Improvement: Leverage established transformational tools, frameworks, and processes across Supply Chain initiatives where appropriate. Continuously improve approaches based on feedback, lessons learned, and evolving business needs.
Qualifications - Bachelor's degree in Human Resources, Business Administration, or a related field or experience
- 5+ years of human resource experience
- Strong program design and governance capability, with the ability to translate strategy into scalable processes and execution plans
- Demonstrated ability to influence and drive accountability across multiple levels of the organization
- Experience leading change management efforts and driving adoption across distributed teams
- Strong analytical skills with the ability to interpret data and drive data-informed decisions
- Highly organized with the ability to manage multiple priorities in a fast-paced environment
- Understanding of Supply Chain or operations environments and the talent implications required to support business strategy
- Experience partnering with cross-functional stakeholders, including HR COEs and business leaders
Working Conditions/Environment Works in a normal office environment where the employee is regularly required to speak, see, hear, sit, stand, talk, type, walk and bend while moving about the facility. The noise level in the office is quiet. Occasional travel to plants or meetings is required.
