Establish, communicate and maintain global succession processes and operational guidelines on appropriate technology platforms.Help facilitate talent movement of critical talent by providing support to talent sector leads/BUHR through enterprise succession management strategies that inform slate formation and prioritization of succession planning talent for most critical positions.Develop and implement succession planning tools to enhance quality of succession management processes and effectively integrate with talent pool management practices.Help design and manage an integrated enterprise-wide succession management practice and ensure implementation is occurring to a common standard across all functions and regions.
Review new business opportunities, engage with key stakeholders, identify execution requirements and capture a working Plan of Record for process integration, driving change control, managing issues and escalation, triage, cross group coordination and milestone management.Accountable for building reporting and KPIs which measures the effectiveness of each sub-stage within the end to end process, identifying source data, systems and other inputs to the process.Build, develop and maintain highly collaborative and effective working relationships with the Policy, Operations and IT organizations, other operational partners to facilitate proactive planning, smooth communication and issue resolution.Own the end to end process for partner onboarding, acting as key contact point for our stakeholders across multiple regions and Lines of business.Designing and deploying interventions that integrate with leadership development and other OD initiatives to lift leader and employee capability in quality conversations and coaching.Assist in selecting, building and maintaining relationships with, and overseeing outside development resources for the organization.Partner with other teams within HR to ensure integration with other core talent programs, curriculum and concepts.Consult with Human Resource Business Partners, business leaders and other key stakeholders to identify and anticipate learning needs of front-line to Director-level leaders.Collaborate to define the company’s management and leadership development philosophy and strategy.Facilitate large group and breakout group sessions with a variety of levels of leaders from multiple disciplines across the organization using different delivery methods.Manage the end-to-end learning and development lifecycle for new leadership development programs and initiatives.Liaise with internal and partners' stakeholders to achieve above goals.Continuously improve capability exchange project methodology.Develop and maintain China capability exchange project framework, operating model, SOP.Monitor post-implementation performance.
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