Sr Advisor-Strategy Planning

POSITION OVERVIEW:

Responsible for the development of the organization's strategic plan(s) and implementing a plan for future success, ensuring alignment with business goals.

ESSENTIAL JOB DUTIES/RESPONSIBILITIES:

1. Conducts environmental scans, organizational positioning analysis, and other studies.
2. Coordinates input from all major business units to facilitate the integration of individual business unit plans, best practices, and global and multi-discipline perspectives.
3. Develops concepts into strategies including quantitative analyses and recommendations; screens plan for strategic fit, feasibility and profitability prior to presentation to senior management.
4. Identify, research, analyze, and make recommendations to support the organization's growth objectives.
5. Comply with all applicable laws/regulations, as well as company policies/procedures.
6. Perform other duties as assigned.

Disclaimer:This job description is general in nature and is not designed to contain or to be interpreted as a comprehensive inventory of all duties, responsibilities and qualifications required of employees assigned to the job.

Pay Transparency:

The compensation listed reflects the pay range or rate of pay reasonably expected for this posted position at the posted location(s). If this opportunity includes multiple job levels, the pay information represents the minimum and maximum range for all levels. Actual pay is determined by job-related factors permitted by law and relevant to the position, such as experience, tenure, market level, pay at the location for this job, performance, schedule, and work assignment. Eligible employees offered health, vision, and dental insurance, employee assistance program, personal/sick paid time, 401(k) retirement savings plan, bonus potential, tuition reimbursement, adoption assistance, 2 weeks paid parental leave, paid bereavement, employee discounts, 6.67-13.34 hours vacation per month based on service time, 8 paid holidays.

Pay Range: $103,880.00 - $181,790.00 per year

Colorado Pay Ranges: Colorado Springs, Grand Junction $103,880 - $181,790; Henderson, Mead $103,880 - $181,790; Gypsum $103,880 - $181,790

Illinois Pay Ranges: Effingham, Kankakee, Lincoln, Quincy, Rockford, Aurora $103,880 - $181,790; Bolingbrook, Chicago Heights, Des Plaines, Elmhurst, Forest View, Joliet, Schaumburg, Summit-Argo, Zion, Buffalo $103,880 - $181,790

New York Pay Ranges: Plattsburgh, Buffalo, Watertown, North Chili, East Syracuse, Nichols $103,880 - $181,790; Bethpage, Montgomery, West Babylon $103,880 - $181,790

QUALIFICATIONS:

Bachelor's Degree/equivalent in computer science, engineering, information systems, or business administration or related field.
Seven (7) years of experience in information technology or business environment.
Knowledge of project management, quantitative analysis, forecasting, process improvement, or market/competitive analysis, preferred.
Strong communication skills.
Demonstrated leadership ability, analytical and critical thinking ability with time management and management skills.

JOB CONDITIONS:

Some travel required

Preferred Qualifications:

Pay Transparency: Posting Date: 02/04/26. Will remain posted 60 days (unless filled/canceled sooner). Current FedEx employees apply at enterprisecareers.fedex.com. Others apply at careers.fedex.com.

Pay:

Additional Details:

FedEx Freight is an Equal Opportunity Employer, including disabled and veterans.

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If you have a disability and you need assistance in order to apply for a position with FedEx Freight, please call 800-888-8252 or e-mail at ADAAssistance@freight.fedex.com.

FedEx Freight will not discharge or in any other manner discriminate against any employee or applicant for employment because such employee or applicant has inquired about, discussed, or disclosed the compensation of the employee or applicant or another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information.