Core-Mark
Company Description
Performance Food Group is a customer‑centric foodservice distribution leader headquartered in Richmond, Va. Grounded by roots that date back to a grocery peddler in 1885, PFG has a nationwide network of approximately 150 distribution centers, 35,000‑plus talented associates, and thousands of valued suppliers across the country. With the goal of helping customers thrive, PFG markets and delivers quality food and related products to independent and chain restaurants, schools, business and industry locations, convenience operations, healthcare facilities, vending distributors, office coffee service distributors, big box retailers, and theaters across the U.S.
Job Description We Deliver the Goods
Competitive pay and benefits, including Day 1 Health & Wellness Benefits, Employee Stock Purchase Plan, 401K Employer Matching, Education Assistance, Paid Time Off, and much more
Growth opportunities performing essential work to support America's food distribution system
Safe and inclusive working environment, including culture of rewards, recognition, and respect
Position Summary The Director of Talent Management serves as a strategic enterprise leader responsible for designing and operationalizing a world‑class talent strategy that builds organizational capability, strengthens leadership pipelines, and ultimately enables business performance. This leader will have the opportunity and empowerment to set up a new Talent Management Center of Excellence for a Future 80 company. This role will manage the entire talent management strategy with a specific focus on bench building, succession planning, and performance management at multiple layers of the organization including Frontline, Professional, Management, and Executive. In addition, this leader will lead enterprise‑wide programs with a strong focus on data‑driven decision making, future workforce planning, and cross‑functional partnership. Finally, this role will work closely with the Corp HR VP on modernizing the HR function to ensure world class experiences for our associates.
Position Responsibilities Enterprise Talent Strategy & Planning
Develop and execute an enterprise‑wide talent management strategy aligned with the company's long‑term business objectives and workforce plans.
Partner with senior executives and HR business partners to anticipate future capability needs and design strategic interventions to close talent gaps.
Lead annual and multi‑year talent reviews, succession planning cycles, and organizational capability assessments, partnering with HR Ops to ensure a frictionless associate experience.
Succession Management & High‑Potential Development
Identify high‑potential and mission‑critical talent; create holistic development plans to prepare future enterprise leaders.
Facilitate succession planning with executive teams and ensure robust, diverse talent pipelines for top leadership roles.
Performance Management
Design and lead the evolution of performance management systems to drive accountability, clarity, and a high‑performance culture.
Ensure digital tools, processes, and training support consistent, fair, and transparent performance practices globally.
Career Framework
Design, implement, and process Leadership competency development and ensure integration into job descriptions, job family architecture, leveling, and career progress.
Partner with HR Business Partners, Total Rewards, and business leaders to ensure integrated and consistent talent practices within job families (i.e., functional career pathways).
Data, Analytics & Insights
Use workforce analytics to measure the effectiveness of talent programs, inform strategic workforce decisions, and target risks as it relates to our current talent pipelines to future needs.
Provide business leaders with insights to guide talent‑related decision‑making.
Digital Strategic Thought Partner
Work closely with the CHRO and Corp VP on how work will get done in the future considering AI the implications to HR and the associate experience, and the evolution of our current HR operating model.
Work cross‑functionally to ensure HR is connected to the broader Associate experience.
Technical & Functional Competencies
Deep understanding of talent management frameworks, leadership models, and organizational capability.
Strong understanding of performance management systems and contemporary practices (e.g., continuous feedback, goal alignment).
Knowledge of workforce planning, succession management methodologies, and competency frameworks.
Ability to translate business strategy into talent requirements and actionable programs.
Familiarity with change management, organizational design, and culture transformation principles.
Leadership & Behavioral Competencies
Strategic Thinker:
Able to anticipate future needs, connect talent strategy to business priorities, and operate with a forward‑looking mindset.
Influential Leader:
Builds trust and credibility with executives; able to influence without authority across a matrixed enterprise.
Data‑Driven Decision Maker:
Uses analytics, metrics, and insights to shape strategies and assess program impact.
Inclusive Leader:
Champions diversity, equity, inclusion, and belonging in all aspects of talent work.
Exceptional Communicator:
Clear, concise communicator with strong facilitation skills and executive presence.
Change Leader:
Drives adoption of new approaches, navigates ambiguity, and manages complex organizational change.
Collaborative Partner:
Works seamlessly across HR, business units, and COEs to create integrated talent solutions.
Qualifications
Bachelor's degree in Human Resources, Business Administration, Organizational Development, or related field required.
7‑10 years related experience.
1‑3 years supervisory or management experience.
Progressive HR in talent management, leadership development, organizational effectiveness, and/or performance management.
Experience in a large, complex, matrixed organization; preferably Fortune 500 or global enterprise.
Proven track record designing and delivering enterprise‑level talent strategies that drive measurable business outcomes.
Demonstrated success leading enterprise‑wide talent reviews, succession planning, and high‑potential programs.
Strong experience managing or partnering with talent acquisition, L&D, and HR business partner teams.
Ability to lead through influence and work effectively with C‑suite and senior executives.
Experience leveraging data, workforce analytics, and technology platforms to inform decision‑making.
Preferred qualifications
Master's degree (MBA, MSOD, MHRIR) strongly preferred.
Professional certifications such as SHRM‑CP/SCP, SPHR, or Talent/Leadership Development credentials preferred.
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Job Description We Deliver the Goods
Competitive pay and benefits, including Day 1 Health & Wellness Benefits, Employee Stock Purchase Plan, 401K Employer Matching, Education Assistance, Paid Time Off, and much more
Growth opportunities performing essential work to support America's food distribution system
Safe and inclusive working environment, including culture of rewards, recognition, and respect
Position Summary The Director of Talent Management serves as a strategic enterprise leader responsible for designing and operationalizing a world‑class talent strategy that builds organizational capability, strengthens leadership pipelines, and ultimately enables business performance. This leader will have the opportunity and empowerment to set up a new Talent Management Center of Excellence for a Future 80 company. This role will manage the entire talent management strategy with a specific focus on bench building, succession planning, and performance management at multiple layers of the organization including Frontline, Professional, Management, and Executive. In addition, this leader will lead enterprise‑wide programs with a strong focus on data‑driven decision making, future workforce planning, and cross‑functional partnership. Finally, this role will work closely with the Corp HR VP on modernizing the HR function to ensure world class experiences for our associates.
Position Responsibilities Enterprise Talent Strategy & Planning
Develop and execute an enterprise‑wide talent management strategy aligned with the company's long‑term business objectives and workforce plans.
Partner with senior executives and HR business partners to anticipate future capability needs and design strategic interventions to close talent gaps.
Lead annual and multi‑year talent reviews, succession planning cycles, and organizational capability assessments, partnering with HR Ops to ensure a frictionless associate experience.
Succession Management & High‑Potential Development
Identify high‑potential and mission‑critical talent; create holistic development plans to prepare future enterprise leaders.
Facilitate succession planning with executive teams and ensure robust, diverse talent pipelines for top leadership roles.
Performance Management
Design and lead the evolution of performance management systems to drive accountability, clarity, and a high‑performance culture.
Ensure digital tools, processes, and training support consistent, fair, and transparent performance practices globally.
Career Framework
Design, implement, and process Leadership competency development and ensure integration into job descriptions, job family architecture, leveling, and career progress.
Partner with HR Business Partners, Total Rewards, and business leaders to ensure integrated and consistent talent practices within job families (i.e., functional career pathways).
Data, Analytics & Insights
Use workforce analytics to measure the effectiveness of talent programs, inform strategic workforce decisions, and target risks as it relates to our current talent pipelines to future needs.
Provide business leaders with insights to guide talent‑related decision‑making.
Digital Strategic Thought Partner
Work closely with the CHRO and Corp VP on how work will get done in the future considering AI the implications to HR and the associate experience, and the evolution of our current HR operating model.
Work cross‑functionally to ensure HR is connected to the broader Associate experience.
Technical & Functional Competencies
Deep understanding of talent management frameworks, leadership models, and organizational capability.
Strong understanding of performance management systems and contemporary practices (e.g., continuous feedback, goal alignment).
Knowledge of workforce planning, succession management methodologies, and competency frameworks.
Ability to translate business strategy into talent requirements and actionable programs.
Familiarity with change management, organizational design, and culture transformation principles.
Leadership & Behavioral Competencies
Strategic Thinker:
Able to anticipate future needs, connect talent strategy to business priorities, and operate with a forward‑looking mindset.
Influential Leader:
Builds trust and credibility with executives; able to influence without authority across a matrixed enterprise.
Data‑Driven Decision Maker:
Uses analytics, metrics, and insights to shape strategies and assess program impact.
Inclusive Leader:
Champions diversity, equity, inclusion, and belonging in all aspects of talent work.
Exceptional Communicator:
Clear, concise communicator with strong facilitation skills and executive presence.
Change Leader:
Drives adoption of new approaches, navigates ambiguity, and manages complex organizational change.
Collaborative Partner:
Works seamlessly across HR, business units, and COEs to create integrated talent solutions.
Qualifications
Bachelor's degree in Human Resources, Business Administration, Organizational Development, or related field required.
7‑10 years related experience.
1‑3 years supervisory or management experience.
Progressive HR in talent management, leadership development, organizational effectiveness, and/or performance management.
Experience in a large, complex, matrixed organization; preferably Fortune 500 or global enterprise.
Proven track record designing and delivering enterprise‑level talent strategies that drive measurable business outcomes.
Demonstrated success leading enterprise‑wide talent reviews, succession planning, and high‑potential programs.
Strong experience managing or partnering with talent acquisition, L&D, and HR business partner teams.
Ability to lead through influence and work effectively with C‑suite and senior executives.
Experience leveraging data, workforce analytics, and technology platforms to inform decision‑making.
Preferred qualifications
Master's degree (MBA, MSOD, MHRIR) strongly preferred.
Professional certifications such as SHRM‑CP/SCP, SPHR, or Talent/Leadership Development credentials preferred.
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