Collaborate closely with internal teams to design, implement, and sustain a comprehensive Succession and Career Development program.
Scope:
Create and maintain a structured approach to Succession and Career Development, aimed at identifying and preparing a robust internal pool of potential successors for critical roles within the organization.
Key Responsibilities
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Develop Succession Framework: Create and maintain an end-to-end Succession and Career Development Framework, which includes detailed employee profiles and position maps for all roles within the organization.
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Gap Assessment & Training Coordination: Evaluate skill and experience gaps between employees and position requirements. Collaborate with Training Development teams and relevant departments to design targeted training programs and materials supporting succession and career pathways.
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Position Mapping and Replacement Strategy: Identify critical roles across departments, outline succession needs, and establish a clear pipeline of qualified internal candidates for these roles.
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Guidance on Employee Mobility: Oversee and advise on employee mobility actions such as transfers, promotions, and demotions by matching profiles to role requirements.
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Advisory Support: Act as a strategic advisor to department heads and managers, supporting their understanding and application of succession and career development initiatives.
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Align Plans with Performance and Development Goals: Ensure that succession and career development plans are aligned with core competencies, performance benchmarks, and ongoing development programs.
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Position Analysis and Vacancy Assessment: Conduct a situational assessment of current role occupants in key positions, identifying any immediate or anticipated needs for replacements due to transitions.
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Template and Form Design: Develop standardized templates and forms for use in defining key role profiles, assessing skills gaps, and formulating individualized development plans.
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Talent Management System Utilization: Leverage SAP or equivalent talent management systems to organize and track all records related to succession planning and career development activities.
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Coaching and Mentorship: Serve as a resource and coach for HR personnel, fostering a shared understanding of succession and career development strategies.
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Foster Career Growth Culture: Promote a culture of growth and internal mobility across the organization.
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Additional Duties: Complete other related tasks as directed by the Career Development Supervisor.
Qualifications
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Education: Bachelor’s degree in Human Resources, Business Administration, Engineering, or a related field.
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Experience: Minimum of six years of experience in succession planning and career development, with at least two years in a similar role.