Key Responsibilities
- Support the development and implementation of the organization’s succession planning framework, methodology, and governance.
- Identify critical and key positions in coordination with HC teams and business leaders.
- Facilitate succession planning cycles and ensure successor pools are maintained and regularly reviewed.
- Support the assessment of employees’ performance, potential, readiness, and career aspirations.
- Manage and maintain succession data, talent profiles, readiness levels, and replacement plans.
- Support the implementation of tools such as the 9-Box Grid, talent reviews, and leadership assessments.
- Coordinate talent review and succession discussions with business leaders, HRBPs, and senior management.
- Identify succession risks, including positions with no ready successors, limited bench strength, and high dependency on key individuals.
- Develop succession dashboards, reports, and KPIs to monitor pipeline strength and readiness.
- Work with Talent Development and L&D teams to develop Individual Development Plans (IDPs) for identified successors.
- Track successor development actions, progress, and readiness over time.
- Support the identification of high-potential employees and future leadership talent.
- Conduct benchmarking and recommend improvements to succession planning practices.
- Support career pathing and internal mobility initiatives linked to succession planning.
- Ensure succession planning processes are aligned with workforce planning, talent management, and organizational priorities.
- Prepare management presentations and insights related to succession risks, leadership pipeline, and talent readiness.
Qualifications & Experience
- Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field.
- 5–6 years of relevant experience in Talent Management, Succession Planning, Leadership Development, Organizational Development, or a related HC area.
- Practical experience in succession planning, talent reviews, performance and potential assessment, and development planning.
