Sr. Manager, Workforce Capability Strategy

Req196308 Position Purpose The Sr. Manager, Workforce Capability Strategy serves as a strategic advisor and force multiplier within the Learning and Organizational Development organization, helping The Home Depot prepare associates and leaders for the future of work. This role combines strategic research, external benchmarking, workforce capability assessment, and cross-functional project leadership to identify the capabilities, learning investments, and workforce development strategies needed to support future business priorities. Working across Learning, Organizational Development and Effectiveness, Talent Management, Talent Acquisition, Compensation, Culture and Communications, and business stakeholders, this individual will lead high-impact initiatives focused on skills development, workforce readiness, trades development, credentialing and certification programs, and enterprise upskilling and reskilling strategies. This role serves as both strategist and operator, translating emerging workforce trends and business needs into actionable recommendations, innovative programs, and scalable solutions that strengthen associate capability and organizational performance. Key Responsibilities 30% - Workforce Capability Strategy Develop and advance enterprise strategies that strengthen workforce capability and readiness for future business priorities. Partner with business, human resources, talent and organizational development leaders to identify emerging skill needs, capability gaps, and workforce development opportunities across frontline, field, supply chain, technology, and corporate populations. Bring Together a Cohesive Plan That Ties Together Skills strategy and capability frameworksEnterprise upskilling and reskillingWorkforce readinessAI literacy and workforce enablementTrades and technical capability developmentCertifications and credentialingCareer pathways and learning journeys Partner with business leaders to ensure workforce capability investments are aligned with organizational priorities and future workforce needs. 25% - External Benchmarking & Strategic Research Serve as subject matter expert on external workforce capability, learning, and future-of-work trends. Research and benchmark leading practices across Fortune 500 companies, retailers, learning organizations, and workforce innovators. Assess Trends And Opportunities Related To Skills-based organizationsWorkforce readinessAI capability developmentEducation and tuition reimbursement programsTrades development and skilled workforce pipelinesCredentials, certifications, and alternative learning pathwaysTalent mobility and workforce development Translate research and insights into executive-ready recommendations and business cases. 25% - Strategic Initiative Leadership Lead high-priority workforce development and capability-building initiatives from concept through implementation. Examples May Include Enterprise skills strategyAI readiness and adoption programsTuition reimbursement strategy and redesignTrades certification and workforce development programsWorkforce capability assessmentsFuture-of-work initiativesTalent mobility through learning and developmentExternal education and workforce partnerships Partner across HR and the business to align stakeholders, manage project plans, establish success measures, and deliver sustainable solutions. 10% - Executive Support & Strategic Planning Provide strategic support to Learning & Talent leadership by helping identify, frame, and advance emerging workforce capability priorities. Develop executive presentations, board materials, business cases, and strategic recommendations related to workforce readiness, skills development, and future workforce trends. Support annual planning activities and special projects requiring enterprise-wide influence and coordination. 10% - Measurement & Executive Storytelling Develop success measures and reporting approaches for workforce capability and readiness initiatives. Translate data, research, workforce trends, and business insights into compelling executive narratives that inform investment decisions and enterprise priorities. Communicate progress, outcomes, and recommendations to senior leadership in a clear and actionable manner. Direct Manager / Direct Reports Reports to a Director or Sr. Director within Learning and Organizational DevelopmentNo direct reports Minimum Qualifications Must be eighteen (18) years of age or olderMust be legally permitted to work in the United States Minimum Education Bachelor’s degree in human resources, Organizational Development, Business Administration, Industrial-Organizational Psychology, Education, Strategy, or a related field, or equivalent experience. Preferred Qualifications 8+ years of experience in strategy, learning strategy, workforce development, talent strategy, management consulting, organizational development, workforce transformation, or a related fieldExperience operating in a large, complex, matrixed organizationDemonstrated ability to lead enterprise-wide strategic initiativesExperience conducting external benchmarking and translating findings into actionable recommendationsExperience designing or supporting workforce capability, skills, learning, or workforce development strategiesStrong knowledge of future workforce trends, skills-based organizations, AI enablement, and workforce transformationProven ability to influence senior leaders without direct authorityStrong project leadership experience across multiple stakeholders and business functionsExceptional written, verbal, and presentation skillsExperience developing executive business cases and recommendations Knowledge, Skills & Abilities Strategic thinking and structured problem-solvingStrong business acumen and understanding of organizational performance driversAbility to identify emerging workforce trends and translate them into business strategiesStrong research and benchmarking capabilitiesKnowledge of AI, automation, and technology trends impacting the future of workAbility to synthesize data, research, and business priorities into actionable recommendationsStrong project and stakeholder management skillsExecutive communication and storytelling capabilitiesAbility to influence across highly matrixed environmentsComfort building programs, frameworks, and strategies from the ground upAbility to balance long-term strategic thinking with practical execution Key Competencies Strategic Mindset Anticipates future workforce and capability needs and translates them into actionable strategies. Plans and Aligns Prioritizes complex initiatives and aligns resources to enterprise priorities. Collaborates Builds strong partnerships across HR, business functions, and external stakeholders. Drives Results Delivers meaningful outcomes through execution, influence, and disciplined project leadership. Communicates Effectively Translates complex information into clear, compelling recommendations that influence executive decision-making.