Position SummaryThe Manager II Organizational Talent Planning is responsible for leading and integrating enterprise talent planning, organizational design, and organizational development practices across ADUSA Distribution & Transportation. This 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 capability required to meet current and future business demands.
This role partners closely with senior business leaders and HR Business Partners (HRBPs) to design and deploy scalable, data-driven talent strategies aligned to operational growth, workforce stability, and transformation initiatives. The role also leads organization design efforts, engagement survey deployment and action planning, early talent programs, and executive recruiting alignment, ensuring an integrated and forward-looking talent ecosystem.
What You'll DoEnterprise Talent Strategy & Talent Cycle Ownership- Develops and executes a comprehensive organizational talent planning strategy aligned to Distribution & Transportation business priorities.
- Owns the annual and ongoing talent management cycles, including performance management, succession planning, talent reviews, and development planning processes.
- Designs tools, frameworks, and governance to ensure consistent execution of talent processes across functions and sites.
- Partners with HRBPs and leadership teams to align talent priorities with workforce planning and succession strategies.
- Ensures talent programs support diversity, equity, inclusion, and internal mobility objectives.
Succession Planning & Leadership Pipeline Development- Leads enterprise succession planning processes to identify critical roles and build bench strength across the organization.
- Facilitates talent review sessions with senior leaders to assess readiness, risk, and development actions for high-potential talent.
- Develops structured leadership pipeline strategies to address short- and long-term organizational needs.
- Integrates succession insights into development planning and leadership program alignment.
Performance Management & Career Development- Designs and oversees the annual performance management cycle, including communication strategies, training, and system enhancements.
- Develops tools and resources to support goal setting, feedback, and performance differentiation.
- Drives the development of career pathing frameworks and individual development plan (IDP) processes.
- Partners with Learning & Development to align development resources to identified capability gaps.
- Ensures performance processes drive accountability, engagement, and measurable business outcomes.
Organizational Design & Workforce Effectiveness- Leads organization design initiatives in partnership with business leaders to optimize structure, spans and layers, decision rights, and role clarity.
- Conducts organizational assessments to evaluate effectiveness, talent distribution, and capability alignment.
- Advises leadership on structural changes related to growth, automation, cost optimization, and operational transformation.
- Applies OD principles to support team effectiveness, role clarity, and sustainable change.
Data Analytics, Metrics & Continuous Improvement- Establishes and monitors key talent metrics including succession coverage, bench strength, performance distribution, engagement trends, and promotion rates.
- Analyzes talent data to identify organizational risks and recommend strategic interventions.
- Provides executive-level reporting and insights to inform workforce decisions.
- Continuously evaluates and improves talent processes to enhance efficiency, effectiveness, and adoption.
Vendor & Governance Management- Selects and manages external vendors supporting assessment tools, and OD initiatives.
- Ensures alignment with HR systems (e.g., performance and succession platforms) and technology capabilities.
- Manages budget related to talent planning and organizational development initiatives.
Team Leadership & HR Capability Development- Provides leadership and direction to talent program team members or project resources.
- Assigns work, manages project load balance, and ensures delivery of high-quality outcomes.
- Coaches HRBPs and leaders on talent processes, group facilitation, and OD principles.
- Builds organizational capability within HR to execute integrated talent strategies effectively.
What You'll BringEducation:- Bachelor's degree in Human Resources, Organizational Development, Business, or related field required.
- Master's degree (MBA, MSHR) preferred
Experience:- 8-12 years of progressive experience in Talent Management, Organizational Development, Talent Programs, or related HR disciplines.
- Demonstrated experience leading enterprise talent cycles (performance, succession, engagement).
- Experience facilitating leadership discussions and group process sessions.
- HR certification (PHR/SPHR, SHRM-CP/SHRM-SCP, ODCP/ODCC) preferred.
- Experience with HRIS or talent systems (e.g., SuccessFactors) preferred. Demonstrated success influencing senior leaders, navigating complex environments, and delivering large-scale, enterprise-wide initiatives.
- Exceptional relationship-building, consulting, and strategic thinking capabilities.
- Proven ability to translate business needs into impactful people strategies that drive measurable results.
- Strong leadership skills with the ability to inspire, coach, and develop teams in a fast-paced environment.
Kowledge:- Knowledge of talent management frameworks including succession planning, performance management, and leadership pipeline models.
- Understanding of organizational design principles and OD methodologies.
- Knowledge of engagement survey methodologies and action planning frameworks.
- Understanding of change management models and group facilitation practices.
- Knowledge of HR systems supporting performance, succession, and talent analytics.
- Financial and workforce planning knowledge related to organizational structure and resource alignment.
- Understanding of the full employee talent lifecycle and integrated HR practices.
Skills:- Strategic talent planning and workforce alignment.
- Organizational design and structural analysis.
- Facilitation of leadership discussions and talent reviews.
- Advanced data analysis and reporting.
- Project and program management across complex initiatives.
- Stakeholder consultation and executive-level influence.
- Change management and communication planning.
- Coaching and capability building within HR and leadership teams.
Abilities:- Ability to align talent strategies with complex operational and growth objectives.
- Ability to influence and engage senior leaders in strategic talent discussions.
- Ability to assess organizational health and design scalable, sustainable solutions.
- Ability to manage multiple enterprise-wide talent processes simultaneously.
- Ability to operate with broad discretion and sound judgment within professional standards.
- Ability to translate business strategy into integrated talent and organizational solutions.
- Ability to drive adoption and sustained behavioral change across diverse stakeholder groups.
Other Requirements:- Travel required (approximately 20-30%) to distribution centers and transportation sites.
- Ability to work in corporate and operational environments.
- Works within broad corporate policies, technical principles, and professional standards with authority to determine talent planning priorities; major strategic shifts subject to executive approval.
Salary: $108,880 - $163,320, depending on experience
