Sr. Manager, Workforce Capability Strategy

The Home Depot; Atlanta (GA); Hybrid; USD 140,000 - 200,000; Full time

Job summary

The Home Depot seeks a Sr. Manager, Workforce Capability Strategy to advise Learning and Organizational Development and drive capability development for associates and leaders.

You will shape enterprise strategies, assess workforce needs, and lead cross-functional initiatives across frontline, supply chain, and technology groups. You will translate trends into actionable programs, develop scalable solutions, and partner with HR, Talent Management, and business leaders to align capability

Qualifications

• Bachelor's degree in human resources, organizational development, business administration or related field (or equivalent experience).
• 8+ years of experience in strategy, learning strategy, workforce development, or talent strategy.

Responsibilities

• Develop and advance enterprise workforce capability strategies aligned to future business priorities.
• Benchmark external trends, Fortune 500 practices, and learning innovations.
• Lead high-priority initiatives from concept through implementation (e.g., AI readiness, tuition strategy, credentialing).
• Provide strategic support to leaders, prepare executive materials and business cases.
• Define success measures and communicate outcomes to executives and stakeholders.

Skills

Workforce strategy

Benchmarking

Strategic leadership

Executive storytelling

Education

Bachelor's degree in HR/OD/Business

Job description

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 frameworks
  • Enterprise upskilling and reskilling
  • Workforce readiness
  • AI literacy and workforce enablement
  • Trades and technical capability development
  • Certifications and credentialing
  • Career 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 organizations
  • Workforce readiness
  • AI capability development
  • Education and tuition reimbursement programs
  • Trades development and skilled workforce pipelines
  • Credentials, certifications, and alternative learning pathways
  • Talent 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 strategy
  • AI readiness and adoption programs
  • Tuition reimbursement strategy and redesign
  • Trades certification and workforce development programs
  • Workforce capability assessments
  • Future-of-work initiatives
  • Talent mobility through learning and development
  • External 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 Development

No direct reports

Minimum Qualifications

• Must be eighteen (18) years of age or older
• Must 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, organizationa