Sr. Manager, Workforce Capability Strategy

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

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.

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:

• 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…