Succession Planning & Assessment Leader

Job Description

Essential Responsibilities:

• Co-create and continuously improve standard work (consistent processes) for succession planning for executive level roles. For example, this includes developing supporting tools and materials for robust talent reviews and a simple, seamless calendar of talent processes that aligns with business needs. Ensure that these resources and approaches put the user at the center; identify waste and streamline processes to enable simple, effective, and consistent action.
• Develop data-driven processes for identifying critical talent gaps and building action plans to address those gaps.
• Collaborate with others to execute succession planning within the organization, focusing on critical roles, developing talent maps, and re-enforcing follow up on development plans and actions .
• Develop, test, and implement approaches and resources to support talent planning processes at all levels.
• Guide and own the overall talent assessment portfolio, including talent assessments used to support talent development, identification of potential, and selection decisions. Lead a direct report focused on talent assessment.
• Partner with Integrated Talent Leaders across the Aerospace businesses to develop common methodologies for assessing and sharing talent.  Partner across talent management and other functions to ensure effective understanding of ongoing needs and to build integrated solutions to develop top talent for executive levels.
• As needed, provide guidance and support on talent and succession planning across teams and groups.
• Partner with DEI office to ensure talent processes promote a diverse and inclusive culture that enables all employees to reach their full potential.
• Manage Workday integration and improvements to support talent processes (i.e. Talent Reviews, talent designations, critical roles, development plans, etc.).
• Partner on other related talent management and development projects as needed.

Qualifications/Requirements:

• Bachelors degree from an accredited university or Associate degree with significant experience in HR or related field
• Minimum of 8 years of previous experience in a variety of Talent Management/Human Resource positions with increasing scope of responsibility
• Demonstrated ability to drive HR and talent strategies; excellent judgment and perspective on talent management
• Strong technical talent assessment expertise
• Ability and willingness to travel up to 50

Desired Characteristics:

• Strong collaboration/interpersonal skills for effectively partnering with employees at all levels
• Strong, proactive problem-solving mindset
•  MBA, Masters in HR, Masters in Labor and Industrial Relations, or Masters /PhD in Organizational Psychology
• Global experience in HR or Talent Management with a large, multinational company
• Proven ability to drive change in an effective and participative manner
• Ability to energize and inspire others to commit to and take action on talent management goals
• Knowledge of Lean methodologies/mindset

Pay and Benefits:

• The pay for this position is $152,300 - 215,000. This position is also eligible for an annual discretionary bonus based on a percentage of your base salary/ commission based on the plan. This posting is expected to close on April 5th, 2024.
• Healthcare benefits include medical, dental, vision, and prescription drug coverage; access to a Health Coach, a 24/7 nurse-based resource; and access to the Employee Assistance Program, providing 24/7 confidential assessment, counseling and referral services. Retirement benefits include the GE Retirement Savings Plan, a tax-advantaged 401(k) savings opportunity with company matching contributions and company retirement contributions, as well as access to Fidelity resources and planning consultants. Other benefits include tuition assistance, adoption assistance, paid parental leave, disability insurance, life insurance, and paid time-off for vacation or illness.  ​General Electric Company, Ropcor, Inc., their successors, and in some cases their affiliates, each sponsor certain employee benefit plans or programs (i.e., is a “Sponsor”). Each Sponsor reserves the right to terminate, amend, suspend, replace, or modify its benefit plans and programs at any time and for any reason, in its sole discretion. No individual has a vested right to any benefit under a Sponsor’s welfare benefit plan or program. This document does not create a contract of employment with any individual.

Additional Information