Category/Area of Expertise: Human Resources
Job Requisition: 492426
Address: USA-MD-Hyattsville-8301 Professional Place Ste115
Store Code: ADUSA Dist - HR Talent/Learning (5171540)
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.
The Talent Planning Leader serves as the enterprise architect for the talent management lifecycle across ADUSA Distribution & Transportation. This role is accountable for designing, operationalizing, and continuously improving the integrated talent strategy that ensures workforce readiness, leadership pipeline strength, and organizational capability for the next 3-5 years.
Acting as a strategic advisor to senior executives and HR leadership, this role leads the development of scalable, data-driven talent routines from associate through senior leader levels. This includes performance management, succession planning, leadership pipeline planning, talent reviews, and development pathways. The Talent Planning Leader drives enterprise consistency, measurable outcomes, and business adoption of talent practices while challenging the status quo and elevating the quality of talent decisions across the organization.
Operating with a high level of autonomy, this role influences senior leaders, builds cross-functional alignment, and ensures that talent strategies directly support organizational growth, operational effectiveness, and culture aspirations. This position works in deep partnership with HR leadership Team, D&T Leadership team, HR Business Partners, Learning & Development, Organizational Effectiveness, and business leadership to build a modern, future-ready talent ecosystem.
Primary Duties
Enterprise Talent Strategy & Roadmap Leadership
• Designs and leads the 3-5-year enterprise talent strategy and annual execution roadmap for all major talent lifecycle processes.
• Advises senior leaders on long-term capability needs, succession risk, and strategic workforce planning.
• Introduces fit-for-purpose talent frameworks, governance, and standards to ensure consistency, fairness, and business ownership.
• Shapes the future-state talent operating model to enable growth and readiness at scale.
Leadership Pipeline Development & Succession Architecture
• Owns the end-to-end succession planning strategy, ensuring depth, balance, and readiness of leadership pipelines across
all levels.
• Facilitates executive-level talent reviews, synthesizing insights, risks, and strategic recommendations.
• Builds and maintains leadership competency models, readiness profiles, and transparent career roadmaps.
• Leads senior leaders through high-impact talent decision-making, influencing placement, development, movement, and hiring.
Talent Lifecycle Design & Execution
• Reimagines and modernizes annual talent routines (performance management, talent assessment, career progression, IDPs) to drive clarity, accountability, and simplicity.
• Establishes scalable routines for assessing and developing high-potential and critical-role talent.
• Ensures alignment between talent processes and the realities of operational environments.
• Partners with HRBPs to embed talent routines into business rhythms across sites and functions.
Organizational Effectiveness & Capability Building
• Partners on organizational design initiatives, advising on spans/layers, role clarity, and capability models.
• Ensures leadership development, associate development, and training programs are aligned to career progression expectations and talent strategy.
• Identifies systemic barriers to talent mobility and proposes cross-functional solutions to improve organizational agility.
Talent Analytics, Metrics & Insights
• Develops enterprise KPIs for talent effectiveness, including progression, bench strength, readiness, and succession coverage.
• Builds dashboards, scorecards, and predictive analytics to forecast risks and identify trends.
• Translates complex talent data into compelling insights and recommendations for HR and executive leadership.
• Ensures data integrity and enables evidence-based leadership decision-making.
Engagement & Top Talent Strategy
• Drives senior leadership engagement with high-potential talent, including visibility programs, career conversations, and sponsorship models.
• Builds enterprise visibility and transparency into career paths and internal mobility opportunities.
• Supports strategic interventions to retain and accelerate critical talent segments.
Change Leadership & Continuous Improvement
• Leads large-scale change management efforts to enhance adoption and maturity of talent processes.
• Continuously evaluates talent programs against business needs and emerging best practices.
• Introduces innovations that streamline processes, remove noise, and elevate leadership accountability for talent outcomes.
Qualifications
Education:
• Bachelor's degree in Human Resources, Business, Organizational Development, or related field required.
• Master's degree preferred.
• HR certifications (SHRM-SCP, SPHR) strongly preferred.
Experience:
• 8-12+ years of progressive experience in Talent Management, Organizational Development, Workforce Planning, or HR Strategy. • Proven experience leading enterprise talent processes in a complex, multi-site environment.
• Demonstrated experience influencing senior executives and driving enterprise adoption of new talent practices.
• Deep experience with talent analytics, dashboards, and enterprise talent systems (e.g., SuccessFactors).
• Experience in operational or distributed workforce environments strongly preferred
Other
• Travel required (approximately 15-40%) to distribution centers and transportation sites.
• Ability to work in both corporate and operational environments.
• Comfortable operating with enterprise visibility and senior leader interaction.
• Understanding of Supply Chain Talent and Performance expectations, comfortable visiting sites and connecting business objectives with talent needs.
We are an organization that values diversity and encourages all qualified individuals to apply without regard to sex, race, color, ancestry, national origin, citizenship status, religion, age, marital status (including civil unions), military service, veteran status, pregnancy (including childbirth and related medical conditions), genetic information, sexual orientation, gender identity, legally recognized disability, domestic violence victim status or any other characteristic protected by law.
Our organization is committed to working with and providing reasonable accommodations to individuals with disabilities, including applicants. If you have a disability and require assistance in the application process, please email recruiting@adusasc.com.
