Who We Are
At Kyndryl, we design, build, manage and modernize the mission-critical technology systems that the world depends on every day. So why work at Kyndryl? We are always moving forward – always pushing ourselves to go further in our efforts to build a more equitable, inclusive world for our employees, our customers and our communities.
The Role
Kyndryl's ability to execute depends on having the right leaders in the right roles at the right time. This role is where that gets built: it turns succession data into real bench strategy and shapes the solutions for the leadership situations that matter most. The leader in this role will be building strong, well-reasoned recommendations that translate to actions that build leadership bench.
Working from the succession slates, readiness data, and risk flags produced through Succession Planning process this role determines what they actually mean — where the organization's leadership bench is genuinely strong, where it's fragile, and what should be done about it. It builds the recommendation on the highest-stakes people calls: who should be accelerated into bigger roles, where a developmental bet is worth making now, and where a critical gap likely needs an external answer. This is the role that gives succession planning (250 roles) its teeth, taking the twice a year event into an ongoing pipeline management system.
The role also connects succession strategy with executive recruiting, partnering with Executive Recruiting on workforce planning and participating in talent review and search calibration discussions. By evaluating internal bench strength against external market availability, this leader helps determine when to build, buy, borrow, or move talent and converts succession insights into clear executive hiring priorities. This creates a shared fact base across readiness, mobility options, role requirements, and market conditions so Talent Leadership, HR Business Partners, and Executive Recruiting can align on where to invest in development, when to move proven talent, and when to go to market.
This role will manage cadence of talent brokering and other regular connections with Executive Talent Acquisition and Executive Compensation.
It's also the role Talent Leadership and HR Business Partners can lean on when a leadership situation is too complex or too urgent for a standard process — a critical resignation, a successor who's struggling to scale, a leadership vacuum created by a reorg or M&A. In those moments, this person shapes the options and has a critical point of view that helps drive the solution.
Leadership Bench Strategy
Translate the succession data and process outputs, partnering with Talent Leadership and the Associate Director, Succession Planning to form a bench strategy: where the real gaps are, which ones are urgent, and what to do about each
Partner closely with Executive Talent Acquisition to translate succession insights into executive talent actions, aligning internal succession pipelines with external market strategies and determining when leadership needs should be addressed through acceleration, development, talent moves, or executive hiring.
Build the recommendation — and the supporting rationale — on who should be accelerated, who needs a developmental stretch, who's a flight risk, and where the organization has no credible internal answer
Stress-test the succession plan itself — pressure-test readiness calls, challenge optimistic timelines, surface single points of failure the process didn't catch
Partner with the Associate Director for Succession Planning to make sure process outputs are actually decision-useful, not just complete
Complex Leadership Solutioning
Serve as the key line of support when a leadership situation doesn't fit a standard process — an underperforming executive, a fractured leadership team, a critical vacancy with no ready successor, leadership fallout from M&A or restructuring
Act as a strategic partner to Executive Recruiting on critical leadership searches, providing insight on internal talent availability, succession implications, market gaps, and long-term bench impact to ensure balanced internal and external talent decisions.
Work together with the Talent team (Leadership Development, Executive Development) to design bespoke interventions (targeted coaching, interim leadership structures, team effectiveness diagnostics) rather than defaulting to generic programs
Shape the options and point of view that inform the HR’s position with business leaders on high-stakes people calls
Judgment and Influence
Operate with enough credibility that the VP and business leaders bring you problems early, before they become crises
Balance rigor (defensible process, consistent standards) against speed (leadership problems don't wait for the next scheduled review)
Your Future at Kyndryl
Every position at Kyndryl offers a way forward to grow your career. We have opportunities that you won’t find anywhere else, including hands-on experience, learning opportunities, and the chance to certify in all four major platforms. Whether you want to broaden your knowledge base or narrow your scope and specialize in a specific sector, you can find your opportunity here.
Kyndryl currently does not require employees to be fully vaccinated against COVID-19, however, if you are hired to work at a client, customer, or partner location, you may be required to show proof of vaccination to align with their respective COVID-19 vaccination policies. Those who believe they are eligible may apply for a medical or religious accommodation prior to the start of employment.
Who You Are
Required skills and experience
10+ years in HR/talent, with at least 4–5 specifically in executive talent management, organizational effectiveness, or leadership strategy at a large, complex organization
Experience supporting or advising on high-stakes leadership decisions involving senior executives (SVP+) — comfortable operating close to that altitude even without final decision authority
Demonstrated ability to critically evaluate a succession plan (not just build one) and convert it into a strategic bench narrative the VP can act on
Comfort operating without a script: this role will regularly face situations with no precedent and no playbook
Strong executive presence and written/verbal communication — able to prepare materials and talking points suitable for CHRO- or Board-level review
Experience supporting global or multi region talent initiatives
Experience facilitating talent calibration or review sessions
Preferred skills and experience
Ability to partner effectively with a process owner (the Associate Director) without either duplicating their work or deferring to it — this role shapes strategy, the AD runs the mechanics
Global or matrixed organization experience strongly preferred given Kyndryl's scale
Familiarity with workforce analytics or HR reporting tools
Background in organizational development or workforce planning
Compensation
The compensation range for the position in the U.S. is $156,360 to $296,880 based on a full-time schedule. Your actual compensation may vary depending on your geography, job-related skills and experience. For part-time roles, the compensation will be adjusted appropriately. The pay or salary range will not be below any applicable state, city or local minimum wage requirement.
There is a different applicable compensation range for the following work locations:
California (San Francisco Bay Area): $187,560 to $356,280
California (All Other): $171,960 to $326,520
Colorado: $156,360 to $296,880
Massachusetts: $156,360 to $326,520
New York City: $187,560 to $356,280
Washington: $171,960 to $326,520
Washington DC: $171,960 to $326,520
This position will be eligible for Kyndryl’s discretionary annual bonus program, based on performance and subject to the terms of Kyndryl’s applicable plans. You may also receive a comprehensive benefits package which includes medical and dental coverage, disability, retirement benefits, paid leave, and paid time off. Note: If this is a sales commission eligible role, you will be eligible to participate in a sales commission plan in lieu of the annual discretionary bonus program.
Applications will be accepted on a rolling basis.
All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran.
Being You
Diversity is a whole lot more than what we look like or where we come from, it’s how we think and who we are. We welcome people of all cultures, backgrounds, and experiences. But we’re not doing it single-handily: Our Kyndryl Inclusion Networks are only one of many ways we create a workplace where all Kyndryls can find and provide support and advice. This dedication to welcoming everyone into our company means that Kyndryl gives you – and everyone next to you – the ability to bring your whole self to work, individually and collectively, and support the activation of our equitable culture. That’s the Kyndryl Way.
What You Can Expect
With state-of-the-art resources and Fortune 100 clients, every day is an opportunity to innovate, build new capabilities, new relationships, new processes, and new value. Kyndryl cares about your well-being and prides itself on offering benefits that give you choice, reflect the diversity of our employees and support you and your family through the moments that matter – wherever you are in your life journey. Our employee learning programs give you access to the best learning in the industry to receive certifications, including Microsoft, Google, Amazon, Skillsoft, and many more. Through our company-wide volunteering and giving platform, you can donate, start fundraisers, volunteer, and search over 2 million non-profit organizations. At Kyndryl, we invest heavily in you, we want you to succeed so that together, we will all succeed.
Get Referred!
If you know someone that works at Kyndryl, when asked ‘How Did You Hear About Us’ during the application process, select ‘Employee Referral’ and enter your contact's Kyndryl email address.
