Senior Director, Process Improvement - Operational Excellence (Fulfillment & Reverse Network)
Position Summary
As the Senior Director of Operational Excellence for the Fulfillment & Reverse Network, you will act as the architect and strategic lead for network-wide performance improvement, standardization, and capability building across Walmart’s entire fulfillment network. This role leads the overarching transformation from a traditional, localized site-by-site support model to a highly integrated, network-scaled Cluster Operating Model. You will oversee a dual-engine organizational structure consisting of Cluster Champions (Directors of Operational Excellence leading Next Gen, HVFC, Schaefer, Non-Sort w/ MHE, Non-Sort w/o MHE & Hybrids, Sam’s Club, and Reverse) and two key Centers of Excellence (COEs): Operational Standards and Onboarding & Training. Your mission is to eliminate operational variability, drive relentless execution of the Continuous Improvement (CI) Cycle (Define, Enable, Deploy, Sustain, Improve), optimize Cost-Per-Carton/Unit (CCPU) goals, and ensure 100% adherence to process standards across all nodes.
What you'll do...
Organizational Architecture: You will lead, align, and empower a high-caliber leadership team designed to drive network performance: (7+ Direct Reports — Directors of OpEx): Next Gen Cluster (e.g., ORD1, IND3, DFW5, PHL5, SMF2) Schaefer Cluster (e.g., MCO1, ATL1, PHL1, LAX1) HVFC Cluster (e.g., NJ3, KY1, MEM1, CLT1, DFW6, NV1, PHX1) Non-Sort w/ MHE Cluster (ICC & 2-Tier nodes) Non-Sort w/o MHE & Hybrids Cluster (e.g., MCI1, ATL3, PHL4, PHL2, DFW2, MCO2, CVG1) Sam’s Club Cluster (e.g., LAX3, DFW3, CMH, ATL4, LUM, TPA) Reverse Cluster (e.g., Waco, Spartanburg, Greenfield)
Cluster Strategy & Network Performance (The 'Big Shift'): Drive Network Scale: Transition the network from site-level variation to a coordinated cluster network. Enable rapid identification of performance gaps and scale best practices across similar sites. Unified Field Leadership: Align field teams (SCILs, IMs, and CSDs) under unified cluster priorities to eliminate overlapping responsibilities, vague handoffs, and siloed execution. Site and Cluster Accountability: Partner with GM and AGM teams to ensure sites meet their Annual Operating Plan (AOP), CCPU targets, and deliver annual project savings goals.
Execution of the Continuous Improvement Cycle: Champion and enforce the five-step CI Cycle across the network, ensuring crystal-clear task ownership and zero ambiguity: Define (Standardization): Author and document clear, measurable standards establishing the 'one right way' to perform work across the network. Enable (Training): Translate standards into standardized tools, training programs, and capabilities for easy frontline adoption. Deploy (Change Management): Drive seamless change management plans, site readiness, User Acceptance Testing (UAT), and structured communication loops. Sustain (Audit & Adherence): Monitor and sustain compliance using structured compliance frameworks, Leader Standard Work (LSW), and risk identification models. Improve (Process Improvement): Utilize performance data, trend analysis, Root Cause Analysis (RCA), and top-loss analyses to adjust standards and close performance gaps.
Leadership of Centers of Excellence (COEs): Operational Standards COE: Establish strict rollout governance and deployment standards for predictable program rollouts. Accelerate digital automation and AI enablement to reduce manual, fragmented floor processes. Onboarding & Training COE: Govern the structured 6-week network-wide onboarding program for salaried leaders. Direct hourly associate onboarding pathways to reduce early (0–90 day) turnover, maximize learning curves (90% AALC target), and champion cross-training strategies (85% of associates cross-trained in 2+ paths).
Key Responsibilities & Deliverables
Cluster Strategy & Network Performance (The 'Big Shift'): Drive Network Scale: Transition the network from site-level variation to a coordinated cluster network. Enable rapid identification of performance gaps and scale best practices across similar sites. Unified Field Leadership: Align field teams (SCILs, IMs, and CSDs) under unified cluster priorities to eliminate overlapping responsibilities, vague handoffs, and siloed execution. Site and Cluster Accountability: Partner with GM and AGM teams to ensure sites meet their Annual Operating Plan (AOP), CCPU targets, and deliver annual project savings goals.
Execution of the Continuous Improvement Cycle: Champion and enforce the five-step CI Cycle across the network, ensuring crystal-clear task ownership and zero ambiguity: Define (Standardization): Author and document clear, measurable standards establishing the 'one right way' to perform work across the network. Enable (Training): Translate standards into standardized tools, training programs, and capabilities for easy frontline adoption. Deploy (Change Management): Drive seamless change management plans, site readiness, User Acceptance Testing (UAT), and structured communication loops. Sustain (Audit & Adherence): Monitor and sustain compliance using structured compliance frameworks, Leader Standard Work (LSW), and risk identification models. Improve (Process Improvement): Utilize performance data, trend analysis, Root Cause Analysis (RCA), and top-loss analyses to adjust standards and close performance gaps.
Leadership of Centers of Excellence (COEs): Operational Standards COE: Establish strict rollout governance and deployment standards for predictable program rollouts. Accelerate digital automation and AI enablement to reduce manual, fragmented floor processes. Onboarding & Training COE: Govern the structured 6-week network-wide onboarding program for salaried leaders. Direct hourly associate onboarding pathways to reduce early (0–90 day) turnover, maximize learning curves (90% AALC target), and champion cross-training strategies (85% of associates cross-trained in 2+ paths).
Minimum Qualifications
Bachelor’s degree in Engineering, Supply Chain, Business Administration, or a highly quantitative field and 6 years’ experience in consulting, project management, business strategy, or related area OR 8 years’ experience in consulting, project management, business strategy, or related area.
3 years’ experience leading cross functional teams.
Additional Compensation
The annual salary range for this position is $130,000.00 - $260,000.00 Additional compensation includes annual or quarterly performance bonuses. Additional compensation for certain positions may also include : Stock
Pay
$130,000.00 - $260,000.00
Schedule
N/A
Benefits
Health benefits include medical, vision and dental coverage.
Financial benefits include 401(k), stock purchase and company-paid life insurance.
Paid time off benefits include PTO (including sick leave), parental leave, family care leave, bereavement, jury duty, and voting.
Other benefits include short-term and long-term disability, company discounts, Military Leave Pay, adoption and surrogacy expense reimbursement, and more.
You will also receive PTO and/or PPTO that can be used for vacation, sick leave, holidays, or other purposes. The amount you receive depends on your job classification and length of employment. It will meet or exceed the requirements of paid sick leave laws, where applicable.
For Information About Benefits And Eligibility, See One.Walmart.
Qualifications
Outlined below are the required minimum qualifications for this position. If none are listed, there are no minimum qualifications.
Bachelor’s degree in Finance, Human Resources, Engineering, Supply Chain, or related field and 6 years’ experience in consulting, project management, business strategy, or related area OR 8 years’ experience in consulting, project management, business strategy, or related area.
3 years’ experience leading cross functional teams.