The Playbook for Shaping Stronger Teams for a Changing Future

Ericca Nolan, Human Resources Director, Core & Main [NYSE: CNM]

Ericca Nolan is the Human Resources Director at Core & Main. She brings over 20 years of experience across diverse industries, including distribution, third-party logistics and consumer packaged goods. With a strong foundation in field operations, Nolan has built her career on adaptability, business partnership and a deep commitment to supporting frontline teams.

Since transitioning to the corporate side of HR in 2016, she has expanded her expertise in strategic talent development organizational agility and business acumen. Known for her ability to “plug in where needed,” Nolan leads with a results-driven mindset and a passion for empowering people at every level of the organization. Her leadership continues to shape a culture grounded in trust, resilience and shared growth.

 

Recognizing Nolan’s adaptable leadership and commitment to aligning people strategies with business goals, this exclusive feature explores her role in shaping culture, building change agility and developing future-ready talent at Core & Main.

From Purpose to Action: Putting People First to Drive Better Outcomes

I’ve always believed that investing in people improves everything else. Teams grow stronger, service becomes sharper and the business gains resilience.

In HR, my work centers on helping individuals become better versions of themselves. That includes creating real-time feedback loops, supporting leadership development and opening paths for growth at every level.

At Core & Main, we don’t just say, “Our team members are family,” but act like it. Support is constant, whether someone is celebrating a milestone or navigating a challenge. That culture of care isn’t separate from performance—it drives it.

When people feel heard, they contribute more. They problem-solve, they collaborate, and they own outcomes. That attitude reaches beyond our organization. How we serve customers, work with vendors and build lasting relationships shows up.

Putting people first isn’t a slogan. It’s a strategy that shapes how we deliver, partner, and earn trust.

And in today’s environment, trust matters more than ever. That’s why we lead with it—from the inside out.

Coaching for Change: Building Everyday Agility Through Practical Leadership

As our organization adapts to new demands, we’re rethinking how we lead through change, building leadership capacity across every level.

Our Learning and Organizational Development team has introduced a range of formats—interactive workshops, peer sessions and guided practice—to help teams manage shifting priorities, respond to market dynamics and lead with clarity in fast-moving environments. These tools create space for reflection, encourage critical thinking and build the confidence to act in uncertain conditions.

We focus on access to learning and embedding that learning into daily practice. Whether we’re coaching leaders through transitions or helping teams adjust to evolving customer needs, we translate insight into action.

“When people feel prepared to adapt, decisions become faster, alignment becomes clearer and momentum builds. That shift strengthens how we lead, serve and grow together with purpose and resilience”

Succession with Vision: Developing Talent to Meet Future Customer Needs

At Core & Main, succession planning is embedded in managing and growing our people. I encourage leaders to look beyond their teams and consider the organization’s future. What skills will be critical next year? How are customer needs evolving?

My team works closely with leaders to connect these insights. We help identify individuals who perform consistently and show the potential to take on broader roles. We ask direct questions: Who is ready to grow and how do we support them in getting there?

This approach helps us build leadership capacity with intention. It strengthens continuity, prepares us for future demands and ensures that we stay true to the values and service standards that define us as we grow.

AI with Intention: Using Data to Strengthen People and Performance

HR is evolving; with it, so is how we create value. We’re becoming more analytical and data-informed, not for technology’s sake but to make smarter decisions that better serve our people and the business.

With strong support from our HR Operations team, we’re applying data and AI tools across key areas—workforce planning, personalized development and operational efficiency. These tools give us a clearer view of what’s working, where we can improve and how to better align our efforts with organizational goals.

The benefit isn’t just better reporting. It’s being able to look ahead. We can now anticipate turnover risk, identify emerging skill gaps and adjust our development programs to meet people where they are. That foresight helps us stay in sync with our workforce and customers.

Technology accelerates how we work and sharpens our focus. It allows us to spend less time reacting and more time building. That’s where the real impact begins—when insight leads to action and action leads to progress.

Culture at Work: Turning Shared Values into Everyday Impact

For me, HR has always been rooted in service. It’s about supporting others, creating space for growth and building teams that bring diverse skills and perspectives to the table.

That philosophy shapes how we lead and operate. It drives us to have honest conversations, even when they’re difficult and to keep asking the right questions, especially the one that matters most: How do we move forward together?

It builds a culture of openness, accountability, and innovation. When people feel safe contributing fully, they engage more deeply. They challenge ideas, share insights, and take ownership of outcomes.

The impact is visible. It shows how we solve problems, collaborate across functions and deliver results to our customers and partners. When people feel supported, they don’t just show up—they invest themselves in the work. And that makes all the difference.

HR as Business Partner: Leading with Insight, Not Just Support

One of the most important shifts I’ve made in my HR career is seeing this work not as a support function, but as part of the business itself.

That shift requires a deeper understanding of decisions—what drives performance, how financial priorities shape strategy and where operational leaders focus their attention. It also means staying attuned to change, not just reacting to it but helping the organization move through it with clarity and intention.

When HR shows up with that perspective, we stop working in the margins and start contributing at the center. We can align people strategies directly with business goals, support teams in navigating transitions and help leaders make decisions that move the organization forward.

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