Manages the development and implementation of succession planning and executive development programs, policies and processes, to ensure a diverse, qualified talent pool to meet future leadership needs of the organization.
DUTIES AND RESPONSIBILITIES:
1. Manages the development and implementation of processes for defining and ensuring a strong and diverse bench of ready candidates for key leadership roles, in partnership with the organizational leaders and key stakeholders. Leads the process to identify current and anticipated openings for key leadership roles. Conducts workforce planning activities to identify potential critical roles, determine need of successors, and identify current incumbents in key positions.
2. Formulates the talent management strategy for executive development and ensures alignment with organizational needs and succession planning strategies. Works cross-functionally to facilitate the planning and implementation of executive development policies, procedures and programs. Collaborates cross-functionally to ensure alignment of succession plans with other initiatives such as recruitment and retention strategies.
3. Develops and implements the talent review process for succession planning. Establishes and cascades executive development program communications to various levels throughout the organization. Manages the administration of processes and tools to assess leadership potential and identify strengths and developmental needs of current and future leaders.
4. Leads the efforts to ensure talent management offerings and practices related to leadership development are relevant for the current needs and future of work, leveraging greater flexibility in where, when and how employees work. This includes program content, how the content is delivered, and ensuring talent management practices are designed to enable manager and employee success.
5. Identifies and utilizes meaningful metrics, data and insights in support of succession management. Monitors and analyzes metrics to identify gaps and opportunities, and to evaluate effectiveness of programs. Analyzes succession and performance data to identify opportunities to enhance leadership development programs. Conducts periodic reviews and monitors progress of the organization-wide succession planning program, and implements program adjustments, when needed.
6. Ensures talent management practices as related to leadership development, align with and reinforce the updated competencies, and leads an impactful communication campaign to accelerate understanding, excitement and adoption.
7. Consults with leadership and key stakeholders on strategic workforce planning and succession management. Evaluates and continuously improves processes, approach, materials, and metrics. Partners with leadership and key stakeholders to drive adoption and utilization of process, tools and resources. Researches, identifies and recommends best practices related to succession planning and executive development.
8. Manages operating budgets for assigned programs. Oversees the development of statements of work and manages assigned Contracting Officer Representatives.
9. Manages a team of professionals. Provides timely guidance, feedback, and mentoring to employees. Identifies, develops, and retains a diverse, high performing talent pool. Facilitates employee engagement and development, ensuring that skills are developed to fulfill current and future responsibilities.
Job Type: Full-time
Pay: $105,920.00 - $122,220.00 per year
- Dental insurance
- Flexible schedule
- Health insurance
- Life insurance
- Paid time off
- Vision insurance
Ability to commute/relocate:
- Washington, DC 20260: Reliably commute or planning to relocate before starting work (Required)
Work Location: In person