Director, Talent Management (Corporate)

Job Description:

• Competitive pay and benefits, including Day 1 Health & Wellness Benefits, Employee Stock Purchase Plan, 401K Employer Matching, Education Assistance, Paid Time Off, and much more
• Growth opportunities performing essential work to support America's food distribution system
• Safe and inclusive working environment, including culture of rewards, recognition, and respect

• Develop and execute an enterprise-wide talent management strategy aligned with the company's long-term business objectives and workforce plans.
• Partner with senior executives and HR business partners to anticipate future capability needs and design strategic interventions to close talent gaps.
• Lead annual and multi-year talent reviews, succession planning cycles, and organizational capability assessments, partnering with HR Ops to ensure a frictionless associate experience.

• Identify high-potential and mission-critical talent; create holistic development plans to prepare future enterprise leaders.
• Facilitate succession planning with executive teams and ensure robust, diverse talent pipelines for top leadership roles.

• Design and lead the evolution of performance management systems to drive accountability, clarity, and a high-performance culture.
• Ensure digital tools, processes, and training support consistent, fair, and transparent performance practices globally.

• Design, implement, and process Leadership competency development and ensure integration into job descriptions, job family architecture, leveling, and career progress.
• Partner with HR Business Partners, Total Rewards, and business leaders to ensure integrated and consistent talent practices within job families (i.e., functional career pathways).

• Use workforce analytics to measure the effectiveness of talent programs, inform strategic workforce decisions, and target risks as it relates to our current talent pipelines to future needs.
• Provide business leaders with insights to guide talent-related decision-making.

• Work closely with the CHRO and Corp VP on how work will get done in the future considering AI the implications to HR and the associate experience, and the evolution of our current HR operating model.
• Work cross-functionally to ensure HR is connected to the broader Associate experience.

• Deep understanding of talent management frameworks, leadership models, and organizational capability.
• Strong understanding of performance management systems and contemporary practices (e.g., continuous feedback, goal alignment).
• Knowledge of workforce planning, succession management methodologies, and competency frameworks.
• Ability to translate business strategy into talent requirements and actionable programs.
• Familiarity with change management, organizational design, and culture transformation principles.

• Strategic Thinker: Able to anticipate future needs, connect talent strategy to business priorities, and operate with a forward-looking mindset.
• Influential Leader: Builds trust and credibility with executives; able to influence without authority across a matrixed enterprise.
• Data-Driven Decision Maker: Uses analytics, metrics, and insights to shape strategies and assess program impact.
• Inclusive Leader: Champions diversity, equity, inclusion, and belonging in all aspects of talent work.
• Exceptional Communicator: Clear, concise communicator with strong facilitation skills and executive presence.
• Change Leader: Drives adoption of new approaches, navigates ambiguity, and manages complex organizational change.
• Collaborative Partner: Works seamlessly across HR, business units, and COEs to create integrated talent solutions.

Qualifications:

Preferred qualifications:

EEO Statement: