Senior Director, Executive Development & Succession

The North Face•Denver, CO

1d•$198,720 - $248,400

About The Position

The Senior Director, Executive Development & Succession Planning defines and drives strategies for talent assessment, executive succession, and executive development to proactively identify and develop leaders, building strong pipelines of leaders for our most business critical positions. This role operates through a high degree of influence, partnering with key stakeholders such as HRBPs, Talent Acquisition, HR Operations, Talent Development, and executive leadership, working together to enhance and accelerate VF’s leadership capability.

Requirements

Strategic Planning: Must be able to drive progress against large, complex, long-term projects by prioritizing critical outcomes, identifying and securing needed resources, and managing project timelines and deliverables
Executive Presence: Project confidence and poise. Communicate credibly. Ability to facilitate and created trusted relationships with executives
Execution Excellence: Must act proactively and independently to deliver exceptional products and services to assessment users and key stakeholders
Psychological tests: Ability to conduct assessments using measurable psychological tests aimed at addressing risk, competency, vocational level and personality assessments.
Networking and Partnerships: Must demonstrate exceptional communication, consulting, and partnering skills to work with diverse stakeholders across the business and HR
Influence: Must be able to communicate the value of our assessment, succession, and executive development strategies and build a compelling case to secure buy-in and resources for key initiatives
Technical expertise and industry experience in talent assessment
15+ years Years of Related Professional Experience
Master’s degree or PhD in Industrial/Organizational Psychology
At least 5 years managerial experience
Minimum 2 years of experience focused on Talent Assessment

Nice To Haves

Minimum 2 years of experience focused on Talent Assessment

Responsibilities

Define and lead the strategy for enterprise succession planning and executive development for Critical Roles (CR) and VP+ by working closely with HRBPs and executive leadership.
Create executive succession planning process to identify and validate internal successors for all executive roles and CRs, which change annually.
Ensure development plans are being created, implemented and executed through influencing, challenging and coaching.
Identify succession pipeline gaps and partner with Global Leadership Team, VP Executive Recruiting and HRBPs, to create an external pipeline of key leaders in case of a vacancy.
Lead large-scale projects, managing multiple vendors, and serving as the company’s primary internal consultant and subject matter expert on assessments, executive succession and executive development.
Identify Critical Roles annually with CEO and CPO, ensuring a deep understanding of the roles and their impact.
Responsible for the strategy, design and implementation of our company’s global, leading-edge assessment practice for hiring, development, team interventions and talent management.
Create a world class executive development program (i.e., The Lookout) targeted to current executives and leadership pipeline talent to accelerate career paths, close existing talent gaps, and be catalysts for organizational change aligned to our long-term business goals.
Lead research initiatives to validate and demonstrate ROI of our assessment tools and processes; leverage assessment data to garner organizational insights related to our workforce.
Leveraging the assessment and other tools, develop a clear understanding of success profiles and mapping of appropriate capabilities, strengths, skills, leadership needs for future roles.
Create and build programs, trainings and tools to address executive talent pipeline gaps.