Senior Analyst, Executive Talent Management

Home Depot; Georgia; On-site; USD 100,000 - 150,000; Full time

Job summary

The Home Depot in the United States is seeking a Senior Analyst, Executive Talent to serve as the primary steward of executive talent data and leadership development insights. You will enable data-driven decisions at the highest levels and support CEO-level talent exposure programs.

Partner with HR Business Partners and Technology teams to optimize talent platforms, maintain data accuracy, and deliver reports and dashboards that guide succession planning and leadership development.

Qualifications

• 2+ years in HR, Talent Management, People Analytics, or related field
• Experience with HRIS or Talent Management platforms
• Ability to analyze talent data with high accuracy
• Experience creating executive-ready presentations, reports, or dashboards
• Strong organizational and project management skills
• Ability to maintain confidentiality

Responsibilities

• Support end-to-end execution of CEO Talent Exposure programs
• Maintain executive talent data accuracy and platform integrity
• Develop talent planning materials and process improvements
• Translate data into actionable insights for succession and leadership diversity

Skills

HR analytics

Executive talent

Data storytelling

Project management

Leadership collaboration

Tools

Workday

Job description

With a career at The Home Depot, you can be yourself and also be part of something bigger.

Position Purpose:

The Senior Analyst, Executive Talent plays a critical role in advancing The Home Depot's leadership strength by enabling data-driven talent decisions at the highest levels of the enterprise. This role serves as the primary steward of executive talent data, succession pipeline reporting, and talent management platform expertise - ensuring leaders and HR partners have the timely, accurate insights needed to identify, develop, and retain top talent. By maintaining the integrity of succession pipelines and supporting CEO-level talent exposure programs, this role directly contributes to The Home Depot's long-term organizational health, leadership continuity, and competitive advantage.

Key Responsibilities:

• 20% Executive Talent Program Execution - Supports the end-to-end execution of CEO Talent Exposure programs, coordinating logistics, participant communications, and program materials to ensure a seamless and high-impact experience for participants and senior leadership. Partners with the Executive Talent team to evaluate program effectiveness and recommend enhancements that strengthen leadership readiness across the enterprise.
• 40% Talent Data Management & Platform SME - Serves as the primary subject matter expert for the company's talent platform, owning the accuracy, integrity, and maintenance of executive talent data across the enterprise. Partners with HR Business Partners and Technology teams to optimize platform functionality, troubleshoot issues, and ensure reporting capabilities are fully leveraged to support talent strategy. Develops and maintains user guides and training materials to drive adoption and data quality across the organization.
• 10% Talent Planning Collateral & Process Improvement - Creates and maintains high-quality talent planning materials, including Executive Talent Cards, Succession Planning Templates, and system user guides, ensuring resources are clear, current, and accessible to business partners. Continuously evaluates processes and tools to identify opportunities to streamline and improve the efficiency of talent management activities.
• 30% Talent Reporting & Analytics - Serves as the Talent Reporting and Analytics SME for the Executive Talent team, translating complex data sets into clear, actionable insights that inform succession planning decisions and leadership pipeline strategies. Designs and maintains succession reporting and executive talent dashboards, enabling senior leaders and HR partners to make informed, confident talent decisions. Identifies data trends and proactively surfaces recommendations to improve talent pipeline depth and leadership diversity.

Direct Manager/Direct Reports:

This position reports to Sr Manager or Manager Executive Talent

This position has 0 Direct Reports

Travel Requirements:

Typical requires overnight travel less than 5% of the time.

Physical Requirements:

Most of the time is spent sitting in a comfortable position and there is frequent opportunity to move about. On rare occasions there may be a need to move or lift light articles.

Working Conditions:

Located in a comfortable indoor area. Any unpleasant conditions would be infrequent and not objectionable.

Minimum Qualifications:

• Must be eighteen years of age or older.
• Must be legally permitted to work in the United States.
• Minimum of 2 years of relevant work experience in HR, Talent Management, People Analytics, or a related field
• Experience working with HRIS or Talent Management platforms
• Demonstrated ability to manage and analyze talent or HR data with a high degree of accuracy and attention to detail
• Experience creating executive-ready presentations, reports, or dashboards
• Strong organizational and project management skills with the ability to manage multiple priorities in a fast-paced environment
• Demonstrated ability to maintain strict confidentiality when working with sensitive associate and leadership data

Preferred Qualifications:

• Prior experience supporting succession planning, executive talent, or leadership development programs in a corporate environment
• Familiarity with succession frameworks such as 9-Box, talent calibration, readiness assessments, etc.
• Experience with Workday Talent & Performance modules, including advanced reporting and configuration
• Familiarity with AI tools and capabilities, either within an HCM/Talent system of record or through enterprise platforms such as Google Gemini Enterprise, Microsoft 365 Copilot, or similar tools, to streamline HR processes and enhance team productivity
• Experience partnering with or presenting to senior or executive-level leaders
• Familiarity with executive talent assessment frameworks, 9-box methodology, or similar talent calibration approaches
• Prior experience in a large-scale, matrixed retail or corporate environment

Minimum Education:

The knowledge, skills and abilities typically acquired through