Sr Manager, Talent Strategy

Description

This is a critical new role within CDW’s newly created Talent Strategy team,established to elevate talent management practices in support of CDW’s long-term business strategy. Reporting to the Director, Talent Strategy and partnering closely with the SVP, Head of Talent, this role will consult with global business leaders to diagnose talent needs and build enterprise frameworks across strategic workforce planning, leadership succession, and performance management.

The role will translate future-focused thinking into practical resources, capability-building experiences, and scalable approaches that HRBPs and business leaders can apply across CDW’s complex, matrixed global environment.

This is a critical new role within CDW’s newly created Talent Strategy team,established to elevate talent management practices in support of CDW’s long-term business strategy. Reporting to the Director, Talent Strategy and partnering closely with the SVP, Head of Talent, this role will consult with global business leaders to diagnose talent needs and build enterprise frameworks across strategic workforce planning, leadership succession, and performance management.

The role will translate future-focused thinking into practical resources, capability-building experiences, and scalable approaches that HRBPs and business leaders can apply across CDW’s complex, matrixed global environment.

This is a critical new role within CDW’s newly created Talent Strategy team,established to elevate talent management practices in support of CDW’s long-term business strategy. Reporting to the Director, Talent Strategy and partnering closely with the SVP, Head of Talent, this role will consult with global business leaders to diagnose talent needs and build enterprise frameworks across strategic workforce planning, leadership succession, and performance management.

The role will translate future-focused thinking into practical resources, capability-building experiences, and scalable approaches that HRBPs and business leaders can apply across CDW’s complex, matrixed global environment.

• Consult with global business leaders to diagnose CDW’s talent needs and connect talent strategy priorities to business outcomes.
• Lead the design of global frameworks across strategic workforce planning, leadership succession, and performance management.
• Build capability with HRBPs and business leaders through practical resources, workshops, coaching, and hands‑on support that enable business ownership over time.
• Apply an organizational psychology and behavior-change lens to ensure talent frameworks are meaningful, usable, and relevant to leaders’ and coworkers’ day‑to‑day work.
• Plan and execute framework rollouts with a pragmatic approach that accounts for CDW’s matrixed global context, regional nuances, and change history.
• Partner with regional Talent leads and People leaders to incorporate local insight, challenge, and context into enterprise strategy and framework design.
• Collaborate with L&D, Reward, and TA to align talent frameworks across the broader People/CWS function and strengthen end‑to‑end integration.
• Position succession planning and leadership continuity as business‑critical priorities by integrating them into leadership routines, governance forums, and strategic planning cycles.
• Drive leadership accountability for talent outcomes, including succession readiness, pipeline strength, follow‑through, and measurable impact.
• Integrate CDW’s Leadership Model into succession, strategic workforce planning, and performance management practices.
• Establish a consistent, data‑led approach to talent decision‑making byidentifyinggaps, risks, and opportunities and translating insights into credible recommendations for senior leaders.
• Continuously improve and simplify talent frameworks and tools to ensure scalability, usability, and consistency across markets and functions.
• Stay current on trends in strategic workforce planning, leadership development, succession, performance management, and practical AI applications that create meaningful value.

• Bachelors degree and 7+ years…