Performance + Succession Planning Manager

Performance/Succession Planning Manager

One of America's largest retailers is seeking a growth-oriented Performance/Succession Planning Manager to join their Talent Team. In this role, you will have an opportunity to build and implement their approach to performance management and together with the VP of Talent, develop and implement their strategy and approach to succession planning. This role will report to the VP of Talent and will be onsite or hybrid (three days a week) at their corporate offices in Chicago, IL.

Responsibilities

• Succession Planning: You will be responsible for developing and implementing the company's approach to succession planning. You will partner closely with the business and HR partners to identify critical roles across the organization; assess and identify key talent, build individual development plans and career paths for key talent; structure succession plans with a keen focus on developing strategies for when we acquire versus develop talent. Work across the HR function and with business leaders to improve talent readiness and predictability of succession over time. Develop and execute a continuous talent review process that provides insight into the company's future leaders, creates a strong and diverse talent pipeline, and ensures ready successors for critical roles.
• Performance Management: Research, support, and lead the development of their performance management strategy and approach. Build the performance management system in available technology and create supporting artifacts and tools such as standards of performance and performance evaluation instruments. Align performance management initiatives to strategic priorities and critical skillsets for the organization.
• Talent Management Programs: Create and execute talent management programs and supporting processes to strengthen their talent pipeline, including talent identification and assessment tools, coaching and mentoring programs, and individual development plans. Lead, improve, and expand upon existing talent programs. Identify gaps and work with the Talent team to build internal and external talent pipelines to ensure people with the necessary capabilities are placed in the right roles at the right time.
• Technology Expertise: Lead Workday Talent Management projects involving strategy, implementation support, and change management related to operations, business processes, security, and data integrity for the Workday applications.
• Data Insights and Analytics: Establish and implement common language and assessment mechanisms to measure the effectiveness of their talent management practices, including the identification of KPIs and data critical to measuring success; Collect and analyze data to provide insights into talent management practices, identify talent and organization capability gaps and recommend adjustments to a strategy where appropriate to meet organization needs.

Critical Success Factors

• Thinks critically to design and execute programs against the strategy and goals of the organization and HR team
• Demonstrates strong business acumen, effective consultative techniques, design-thinking & problem-solving skills to recommend and deliver solutions
• Effectively manages multiple high-priority projects simultaneously and works well under pressure in a fast-paced, high-growth environment while maintaining a high level of accuracy and attention to detail
• Proactive, takes initiative, and demonstrates good judgment in a dynamic environment. Self-motivated and able to work independently to deliver on critical milestones
• Willingness and ability to thoughtfully and quickly adapt to change
• Learns quickly, independently acquires knowledge on new subjects and technology in a short timeframe, and knows when to ask for help
• Builds collaborative and trusting relationships with colleagues at all levels and across functions
• Communicates in a clear, concise, and compelling manner, orally and in writing, in a style, tone, and manner appropriate for the audience

Education & Experience

• Bachelor's degree in HR, Learning & Development, or Industrial/Organizational Psychology or a related field. A Master's degree is highly preferred.
• 5+ years in Talent Management, Organizational, and Leadership Development.