SAP Talent Leadership Succession Chief Expert 

United States, Pennsylvania, Newtown Township 

550095473

1. Strategic Succession Planning

• Support the design of a Succession Management strategy that will create impact by ensuring a pipeline that is deep, broad and diverse. A strategy that will ensure continuity of both leadership and business.
• Collaborate with stakeholders to design and implement customized succession planning frameworks that align with organizational goals, which includes close collaboration with Strategic Business Partners, Global Head of Recruitment, Global Lead of Culture and Change and respective teams.
• Analyze data and trends to inform succession strategies and identify high-potential candidates.

2. Talent Evaluation

• Conduct thorough assessments of existing talent pools to identify high-potential successors and determine readiness for advancement.

3. Development

• Partner with key stakeholders and leadership development to curate innovative and bespoke development solutions tailored for key positions to cultivate readiness for future roles.
• Provide guidance on individualized development plans for high-potential leaders.

4. Research and Insights

• Analyze succession slates and development focus areas to derive actionable insights for individual leadership capabilities, fit and readiness.
• Create reports and dashboards that communicate findings to executive leaders and People & Culture stakeholders, supporting data-driven decision-making and recommendations for succession strategies and candidate readiness.
• Stay informed of industry trends, market conditions, and regulatory changes impacting leadership and governance.
• Conduct research to benchmark succession practices against leading organizations and emerging trends.

5. Collaboration

• Collaborate with social partners, learning teams and other stakeholders as needed to design and deliver development programs that accelerate the readiness of critical talent segments.
• Partner with internal stakeholders, including People & Culture professionals, HR Business Partners, learning & development professionals such as leadership coaches, on succession strategies and development approach.

6. Diversity & Inclusion

• Promote diversity in leadership succession plans, ensuring alignment with organizational values and commitment to inclusive leadership.
• Collaborate with D&I teams to implement strategies that enhance diverse candidate pipelines for executive roles.

What you bring

• Bachelor’s degree in Business, Human Resources, Organizational Development, or related field. Master’s degree preferred.
• 7+ years of significant experience in succession planning with a focus on Board and executive roles.
• Preference will be given to candidates with demonstrated experience in large companies with a global employee base. Ideal candidate will have experience in succession planning beyond just Board and executive roles.
• Proven experience in workforce, talent and leadership development.
• Proven ability to manage multiple strategic initiatives simultaneously.
• Strong understanding of leadership best practices, assessment methodologies, and organizational dynamics in a global context.
• Experience in psychometric principles, assessment instruments, and data analytics.
• Proven ability to collaborate across all levels of the organization and manage stakeholder relationships.
• Excellent analytical, communication, and interpersonal skills with the ability to convey complex ideas to diverse audiences.

Key Competencies

• Strategic Vision:Ability to envision and implement long-term strategies for leadership development and succession planning.
• Leadership:Demonstrated leadership skills with a track record of driving organizational change and development.
• Collaboration:Strong collaboration skills with the ability to build relationships and work effectively across functions and levels.
• Effective Communication:Ability to convey information clearly and succinctly, and tailor messages for an Executive audience.
• Complex Problem Solving:the ability to break down complex problems, identify potential solutions, and take action to resolve the issue.
• Results Orientation: Ability to prioritize and focus efforts on achieving specific goals or outcomes. It requires a clear understanding of what the desired results are and the ability to develop and implement strategies to achieve them.
• Data Analytics / Business Acumen

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