Carmen Bodle

About Carmen Bodle

Retail | Supply Chain | Distribution | Corporate & Field OperationsEnterprise Talent Development and Leadership Enablement leader with 20+ years of progressive experience across retail, supply chain, distribution, and corporate environments. Proven track record designing and scaling leadership development, performance management, succession planning, and enterprise talent review processes for approximately team members in Operations. Trusted partner to Operations and HR leadership, bringing deep credibility from having led at store, distribution, general management, and enterprise HR levels. I bring an AI-ready leadership mindset, leveraging AI-enabled tools to enhance talent insights, accelerate development design, and support scalable leader enablement across complex organizations. I am known for translating business strategy into measurable leadership capability, bench strength, and internal mobility outcomes.Core ExpertiseEnterprise Talent Development & EnablementLeadership Capability & Pipeline DevelopmentAI-Enabled Leadership & Talent PracticesSuccession Planning & Talent ReviewsPerformance Management & CalibrationLeadership Cohorts & Experiential LearningOnboarding & Role-Based DevelopmentAdult Learning & On-the-Job ApplicationLearning Strategy & Platform PartnershipWorkday Talent & Performance Management (HCM)Retail, Supply Chain & Field OperationsExecutive & Cross-Functional Partnership

Experience

1. Associate Director, Talent Management

   Chewy

   Apr 2019 — Present

   Lead enterprise talent development and leadership enablement strategies supporting approximately exempt and non-exempt team members across Fulfillment, Supply Chain, Support, Customer Care, L&D, Pharmacy, and Corporate functions.• Own and continuously improve quarterly talent reviews, year-end talent reviews, calibrations, and succession planning, enabling leaders and HRBPs to assess readiness, bench strength, and internal mobility.• Design and scale role-based leadership development pathways including accelerated leadership programs, cohort-based development, job shadowing, job previews, and rotations—driving leader readiness and retention.• Partner closely with Operations and HR leadership to embed performance management, coaching, and development into leader routines with a strong focus on application and behavior change.• Lead and develop a team of Talent Management Managers; establish operating rhythms, priorities, and standards to deliver consistent, enterprise-wide impact.• Track and analyze talent health metrics including succession depth, internal fill rates, leader readiness, and program adoption to inform workforce planning.• Leverage Workday Talent & Performance Management (HCM) capabilities to support talent visibility, IDPs, succession planning, and leader decision-making.• Champion inclusive leadership and culture by launching non-exempt Team Member Resource Groups in Operations and integrating EVP and culture pillars into onboarding and leader development experiences.

Education

• University of Illinois Urbana-Champaign

  Bachelor’s Degree, Business Adminstration-Marketing

  2005

• University of Phoenix

  Master of Business Administration (M.B.A.), Human Resources Management/Personnel Administration, General