Senior Manager, Leadership Assessment and Succession Planning

🕒 April 14

🏢🏡 Chicago – Hybrid

💵 $143k - $199.8k / year

⏰ Full Time

🟠 Senior

👔 Manager

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CDW

WebsiteLinkedInAll Job Openings

10,000+ employees

Founded 1984

🏢 Enterprise

☁️ SaaS

🔒 Cybersecurity

💰 Post-IPO Equity on 2015-07

Enterprise • SaaS • Cybersecurity

CDW is a leading provider of technology solutions, offering a comprehensive range of products and services to address the needs of enterprises, government, healthcare, and education sectors. They specialize in providing IT infrastructure services, managed services, and security solutions. CDW partners with top technology brands to deliver customized solutions that enhance business productivity and performance across various industries. With a strong focus on digital transformation, security, and cloud solutions, CDW supports businesses in navigating the complexities of modern IT environments. Their expertise spans several domains, including digital workspaces, cybersecurity, and enterprise solutions, making CDW a key partner in driving technological advancements.

📋 Description

• Lead and continuously elevate the enterprise succession and assessment strategy, program and processes, spanning critical role identification, talent reviews, readiness assessments, successor nominations, and pipeline development. • Advance the methodology by strengthening nine box calibration, readiness criteria, and pipeline depth, while driving consistent enterprise adoption of the nine box philosophy and related talent practices. • Oversee the end-to-end development lifecycle for successors, high potential, and key talent, ensuring a seamless progression from assessment through development planning and execution. • Partner with HRBPs, COEs, and business leaders to define targeted development plans, curated experiences, and interventions that address readiness gaps and accelerate growth. • Use data insights to track progress, pipeline velocity, and risk. • Continuously improve the talent review and succession planning process, refining tools, frameworks, governance, and leader capability to strengthen decision quality, reduce bias, and ensure alignment with long term enterprise talent needs. • Serve as the functional owner of Workday Succession and Talent modules, partnering with HRIS Technology to optimize configurations, workflows, and user experience. • Ensure data integrity across talent profiles, succession pools, and readiness ratings. • Build executive ready dashboards and analytics to monitor bench strength, pipeline health, diversity, and year-over-year progress. • Translate trends and insights into actionable recommendations for senior leaders and the CHRO. • Develop predictive and forward-looking assessment and succession metrics, connecting bench strength to business risk, retention, organizational agility, and future capability needs. Partner with People Analytics to integrate succession data with broader workforce intelligence.

🎯 Requirements

• Bachelor's degree and 7+ years of progressive talent management, OD, or HR experience, with 3+ years in succession planning or talent program ownership OR 7+ years of progressive talent management, OD, or HR experience, with 3+ years in succession planning or talent program ownership • Exposure leadership development program design, executive assessment, or high-potential talent acceleration frameworks. • Proven track record presenting to and influencing senior and executive stakeholders. • Demonstrated end-to-end ownership of succession processes in a complex, matrixed, or enterprise-scale organization (5,000+ employees preferred). • Hands-on Workday Succession and Talent module experience strongly preferred, functional configuration and data management ownership a significant plus. • Strong communication, stakeholder engagement, and change management leadership skills

🏖️ Benefits

• Annual bonus target of 15% subject to terms and conditions of plan