Manager Workforce Stability

Category/Area of Expertise: Internal Human Resources
Job Requisition: 490109
Address: USA-MA-Quincy-1385 Hancock Street
Store Code: ADUSA Dist - HR Talent/Learning (5171541)

ADUSA Distribution is the distribution company of Ahold Delhaize USA, providing distribution services to one of the largest grocery retail supply chains in the nation. ADUSA Distribution fosters a culture that inspires and empowers our associates to always deliver exceptional service and value. Our team is supporting the supply chain network evolution to an integrated self-distribution model of the future, serving leading omnichannel grocery brands - Food Lion, Giant Food, The GIANT Company, Hannaford and Stop & Shop. To learn more about our company and the other supply chain companies of Ahold Delhaize USA, visit www.adusasc.com.

The Manager I Workforce Stability is responsible for leading and executing the enterprise hourly staffing and workforce stability strategy across the ADUSA Distribution & Transportation network. This role ensures the organization maintains a stable, high- performing hourly workforce by driving consistent staffing routines, optimizing talent acquisition systems, and leading data-driven retention strategies.

This leader oversees non-exempt hiring strategy, talent acquisition technology (including platforms such as Humanly and Indeed), and network-wide workforce planning initiatives. The role partners closely with Operations, HR Business Partners, and Talent Strategy teams to forecast labor demand, improve hiring effectiveness, and drive measurable improvements in key performance indicators including fill rates, retention, and cost efficiency.

This position operates with broad discretion in shaping hiring processes, technology utilization, and workforce strategies to supportoperational continuity and long-term talent sustainability.

Primary Duties

Enterprise Hourly Staffing Strategy & Workforce Planning

• Develop and execute a comprehensive non-exempt staffing strategy aligned to network capacity, throughput demands, and growth initiatives

• Partner with Operations and HR to forecast labor needs across distribution and transportation sites, incorporating seasonality, attrition, and productivity targets

• Establish standardized staffing models, hiring targets, and labor plans across the network

• Monitor labor market trends, wage pressures, and competitor activity to inform staffing strategies

• Proactively identify and mitigate staffing risks that could impact service levels or operational performance

CDL Recruitment Operations

• Oversees full lifecycle CDL recruiting including sourcing, screening, DOT qualification review, background checks, offer negotiation, and onboarding coordination.

• Implements standardized processes to ensure speed, compliance, and consistency across all transportation hubs.

• Ensures all driver hiring practices align with DOT regulations, FMCSA requirements, and internal safety standards.

• Drives improvements in time-to-fill, quality-of-hire, and new-hire ramp-up readiness.

• Develops targeted sourcing strategies specific to the CDL driver and hourly populations, including experienced drivers, recent CDL graduates, and military veterans.

Non-Exempt Staffing Routines & Execution

• Establish and enforce consistent hiring routines across all sites (requisition management, interview cadence, offer process, onboarding readiness)

• Drive accountability for execution of daily, weekly, and monthly staffing activities across TA and operations teams

• Partner with site leadership to ensure alignment on hiring expectations, timelines, and workforce readiness

• Standardize best practices for high-volume hiring, including events, walk-ins, and rapid hiring models

• Ensure seamless coordination between recruiting, onboarding, and operations to reduce time-to-productivity

Talent Acquisition Systems & Technology Leadership

• Own and optimize Talent Acquisition technology platforms, including Humanly, Indeed, SuccessFactors, and scheduling tools

• Lead system strategy, configuration, and continuous improvement to enhance candidate experience and recruiter efficiency

• Leverage automation and AI capabilities to streamline candidate screening, scheduling, and communication

• Partner with vendors and internal stakeholders to maximize platform utilization and ROI

• Identify and implement new technologies that improve hiring speed, scalability, and effectiveness

Sourcing Strategy & Recruitment Marketing

• Develop scalable sourcing strategies for hourly talent across diverse labor markets

• Oversee job advertising strategy, including job boards, digital campaigns, and programmatic advertising

• Partner with marketing and external vendors to strengthen employer brand and attract targeted talent pools

• Expand and optimize alternative sourcing channels such as referrals, community partnerships, and workforce programs

• Continuously evaluate sourcing effectiveness and adjust investments based on performance data

Workforce Stability, Retention & KPI Ownership

• Lead the strategy for network-wide retention and workforce stability initiatives

• Define, track, and drive accountability for key KPIs including fill rate, time-to-fill, turnover, early tenure attrition, and cost-per-hire

• Analyze workforce data to identify trends, root causes of turnover, and opportunities for improvement

• Partner with Operations, HRBPs, and Learning & Development to implement targeted retention strategies

• Develop early-tenure and critical role retention programs to improve workforce longevity

• Provide regular insights and recommendations to senior leadership on workforce health and risks

Stakeholder Engagement & Business Partnership

• Serve as a strategic talent partner to Operations leadership across Distribution & Transportation

• Provide guidance on labor markets, hiring strategies, and workforce planning decisions

• Partner with HR Business Partners on workforce planning, internal mobility, and engagement strategies

• Ensure alignment between staffing strategies and operational performance, safety, and productivity goals

Data Analytics, Reporting & Continuous Improvement

• Develop and maintain dashboards and reporting for hourly staffing and workforce stability metrics

• Utilize data to drive decision-making, resource allocation, and process improvements

• Identify trends and risks impacting hiring or retention and implement proactive solutions

• Lead continuous improvement initiatives across hiring processes, tools, and workforce strategies

• Promote a data-driven culture across Talent Acquisition and Operations teams

Vendor & Budget Management

• Manage relationships with external vendors (e.g., Indeed, background screening providers, staffing partners)

• Oversee recruiting spend, ensuring cost-effective allocation of resources across channels and markets

• Evaluate vendor performance and optimize contracts based on ROI and hiring outcomes

• Partner with procurement and finance to align budget planning with workforce strategy

Compliance & Governance

• Ensure all hiring practices comply with federal, state, and local employment laws

• Maintain standardized, audit-ready hiring processes and documentation

• Establish governance and controls across TA systems and hiring practices

• Partner with HR and Legal to ensure compliance with company policies and regulatory requirements

Qualifications

Education:

• Bachelor's degree in Human Resources, Business, Supply Chain, or related field, or equivalent combination of education and experience.

• Master's degree (MBA, MSHR) preferred

Experience:

• 6-8 years of progressive experience in Human Resources, Talent Acquisition or Workforce Planning, with significant experience in high-volume or skilled trade recruiting.

• Experience recruiting CDL drivers or supporting transportation, fleet, or logistics operations strongly preferred.

• 2-4 years of leadership experience managing recruiters or workforce teams preferred.

• Demonstrated experience supporting multi-site operations across diverse geographic markets.

• Experience in supply chain, manufacturing, or other large, operationally complex environments.

Other

• Travel required (approximately 20-30%) to transportation hubs and hiring events.

• Ability to work in office, transportation hub, and field environments as needed.

• Operates within broad corporate policies and professional standards with authority to determine CDL recruiting priorities; major strategic changes subject to executive approval.

We are an organization that values diversity and encourages all qualified individuals to apply without regard to sex, race, color, ancestry, national origin, citizenship status, religion, age, marital status (including civil unions), military service, veteran status, pregnancy (including childbirth and related medical conditions), genetic information, sexual orientation, gender identity, legally recognized disability, domestic violence victim status or any other characteristic protected by law.

Our organization is committed to working with and providing reasonable accommodations to individuals with disabilities, including applicants. If you have a disability and require assistance in the application process, please email recruiting@adusasc.com