Talent Acceleration & Succession Strategy Lead

Agilent Technologies•Santa Clara, CA

4d•Hybrid

About The Position

Agilent’s Global Talent Management Center of Excellence is the engine powering our talent strategy, capability building, and leadership growth. Our mission is to ensure Agilent has the skills, mindsets, and leaders to ignite innovation, accelerate transformation, and deliver on our purpose of advancing the quality of life. Joining this team means shaping the enterprise talent landscape at a pivotal moment in Agilent’s evolution. As we accelerate our Ignite transformation and prepare for the future of our business, we are elevating how we identify, develop, and unleash our next generation of leaders. If you’re energized by architecting innovative talent solutions, influencing enterprise strategy, and building leaders who can guide Agilent into the future, this role is your opportunity to make a lasting impact. Position Summary We are seeking a bold, strategic, and execution‑driven Talent Acceleration & Succession Strategy to design the future of leadership at Agilent. You will lead the creation and evolution of Agilent’s next-generation high potential development program—a flagship experience designed to identify, accelerate, and inspire our future enterprise leaders. You will also shape our succession strategy, partnering across HR and the business to build critical capabilities, strengthen leadership pipelines, and ensure organizational readiness for the future. This role is central to Agilent’s transformation, culture, and competitive advantage.

Requirements

Strategic talent or leadership development experience in a global, matrixed environment.
Strong program design capability and expertise in leadership development or succession planning.
Ability to navigate and influence at senior levels.
Data fluency and experience using insights to guide program design and decision-making.
Passion for enabling others to grow, lead, and thrive.
Bachelor’s degree in HR, Business, Organizational Development, or related field (Masters preferred).
10+ years of experience in HR program management, talent management, or leadership development, ideally in a global or matrixed organization.
Proven ability to design and scale enterprise-wide talent programs focused on high-potential or high-performing populations.
Strong project management skills – managing multiple priorities and stakeholders.
Experience using data analytics to inform program design and measure impact.
Excellent communication and stakeholder engagement skills.

Responsibilities

Design and lead Agilent’s next-generation global high-potential program, building the frameworks, tools, and experiences that accelerate leadership capability and readiness.
Create development journeys that blend targeted learning, executive exposure, strategic projects, and enterprise leadership experiences.
Build a sustainable alumni strategy to track long-term impact, inform continuous improvement, and strengthen Agilent’s internal leadership marketplace.
Partner with the Head of Executive Succession & Enterprise Talent to align the next-generation pipeline to C-suite, critical role, and enterprise succession needs.
Advance Agilent’s approach to identifying and developing leaders for critical roles, enabling long-term capability strength and mobility.
Shape the strategy that scales succession excellence across the enterprise.
Partner with HRBPs, business leaders, and Learning & Development to embed leadership behaviors, future-ready skills, and enterprise capabilities into talent strategies and development offerings.
Lead the AVP+ activation programming to develop quarterly learning sessions on strategic leadership topics.
Lead or contribute to Ignite transformation initiatives related to leadership, culture, and capability building.
Collaborate with Talent Insights to define success metrics, evaluate program and pipeline health, and link outcomes to business impact.
Monitor external talent, leadership, and development trends to keep Agilent’s strategies innovative and competitive.
Facilitate executive sponsorship, visibility, mentoring, and enterprise stretch assignments for high-potential talent.
Provide insights, recommendations, and reporting to senior leaders and HR leadership.