Sr. Manager Talent Strategy

This is a hybrid position with regular local and national travel required:
Approximately 5-10% travel, including periodic visits to company locations, university partners, industry events, and professional networking opportunities.

Are you passionate about building talent strategies that drive business growth and delivering results through action? Do you thrive at the intersection of talent acquisition, workforce planning, leadership development, and early career programs?

We are seeking a Senior Manager, Talent Strategy, to lead enterprise-wide talent initiatives that help attract, develop, and retain exceptional talent. Reporting to the Vice President of Human Resources, this highly visible role will partner with leaders across the organization to build practical, scalable talent solutions that support both immediate business needs and long-term growth.

This is an opportunity for a strategic and hands‑on HR leader who enjoys rolling up their sleeves, building programs from the ground up, influencing leaders, and turning ideas into action. In our fast-paced distribution and technology environment, success will come from balancing big‑picture thinking with a willingness to dive into the details, solve problems, and help move the business forward.

• Partner with business and HR leaders to identify future talent needs and critical skill requirements.
• Utilize workforce analytics to inform recruiting, development, and succession planning strategies.
• Build external networks and industry relationships that strengthen future talent pipelines.
• Develop solutions that align talent strategies with organizational growth objectives.
• Develop and execute a comprehensive talent acquisition strategy in partnership with the Talent Acquisition team.
• Drive recruiting initiatives for technical, operations, sales, marketing, and corporate functions.
• Enhance employer branding and candidate experience to strengthen our reputation as an employer of choice.
• Build trusted partnerships with hiring leaders to support workforce planning and hiring success.
• Implement innovative sourcing strategies to attract top talent in competitive markets.

• Lead and expand internship, co‑op, and early‑career development programs.
• Build strategic partnerships with universities, technical schools, and industry organizations.
• Create talent pipelines that convert emerging talent into long‑term contributors.
• Represent the organization at career fairs, campus recruiting events, and networking opportunities.
• Leverage and coordinate existing programs within our broader family of specialist organizations.

• Collaborate with HR Partners and leaders to support learning strategies across the employee lifecycle.
• Enhance onboarding, technical training, and career development programs.
• Promote effective use of learning technologies and development resources.
• Establish program metrics and continuously improve outcomes through data‑driven insights.

• Support the creation of career pathways across sales, operations, supply chain, and corporate functions.
• Develop competency frameworks and skills models that support employee growth.
• Create communication strategies that increase awareness of career opportunities across the organization.
• Foster a culture of continuous learning, development, and internal mobility.

• Lead, coach, and develop a small team.
• Partner with HR, business leaders, and cross‑functional stakeholders to drive alignment and execution.
• Manage relationships with external recruiting partners, universities, and training providers.

• Bachelor's…