VP, Performance and Succession Program Manager

Banc of California • Brea, CA

3d

About The Position

The VP, Performance and Succession Program Manager is the enterprise owner of Banc of California’s performance management and succession planning programs. This individual-contributor role has end-to-end accountability for program strategy, design, governance, implementation, communications, measurement, and continuous improvement. It owns the complete performance lifecycle, including enterprise goal setting, ongoing performance conversations, individual development plans (IDPs), mid-year check-ins, year-end reviews, calibration, manager enablement, and reporting. It also leads critical-role identification, succession planning, successor readiness, talent reviews, leadership pipeline insights, and accountability for successor development actions.

The role works across HR Centers of Excellence, HR Business Partners, HRIS, and business leadership to coordinate deliverables while remaining accountable for program outcomes, adoption, and effectiveness. The position performs duties in accordance with company policies and procedures and applicable U.S. state and federal laws and regulations.

Requirements

• 6–8 years of progressive experience in performance management, succession planning, talent strategy, organizational effectiveness, or enterprise HR program leadership.
• Demonstrated experience owning complex, enterprise-wide HR programs from strategy and design through execution, reporting, and continuous improvement.
• Experience leading goal setting, performance reviews, calibration, IDPs, talent reviews, succession planning, and leadership readiness processes.
• Experience influencing senior leaders and coordinating outcomes across multiple stakeholder groups without direct authority.
• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field, or equivalent relevant experience.
• High school diploma or equivalent required.
• Strong knowledge of performance management, goal setting, development planning, succession planning, talent assessment, and calibration practices.
• Experience with HR technology, reporting tools, and talent or performance management systems.
• Enterprise program ownership, governance, project management, and process improvement capabilities.
• Executive-level facilitation, consulting, written communication, and presentation skills.
• Analytical capability to translate workforce and talent data into clear insights, risks, and recommendations.
• Ability to build alignment, clarify accountability, and drive deliverables across HR Centers of Excellence and business stakeholders.

Nice To Haves

• Financial services or other regulated-industry experience.
• HR or talent management certification.

Responsibilities

• Own the enterprise performance management and succession planning programs from strategy and design through implementation, measurement, and continuous improvement.
• Lead the performance management lifecycle, including goal setting, ongoing feedback and performance conversations, mid-year check-ins, year-end reviews, performance calibration, and individual development planning.
• Establish program frameworks, standards, annual calendars, governance, decision rights, communications, manager resources, training requirements, tools, and success measures.
• Drive clear, measurable, business-aligned goal setting and improve the quality and consistency of performance and development conversations across the Bank.
• Own IDP standards, tools, expectations, reporting, and accountability, ensuring plans address performance priorities, career growth, and successor readiness.
• Lead enterprise succession planning, including critical-role identification, successor assessment, readiness definitions, talent reviews, calibration, bench-strength analysis, and risk mitigation.
• Monitor successor readiness, critical-role coverage, leadership pipeline health, development progress, and emerging succession risks; escalate issues and recommend actions.
• Partner with HR Business Partners, Talent Development, Talent Acquisition, HRIS, HR Operations, other Centers of Excellence, and business stakeholders to coordinate deliverables and ensure consistent execution.
• Develop executive dashboards, scorecards, and insights on goals, performance outcomes, IDPs, successor readiness, bench strength, program adoption, and organizational talent risk.
• Evaluate employee and manager experience, data, feedback, and business needs to simplify processes, improve program effectiveness, and strengthen leader accountability.
• Follow established policies and procedures and perform other duties and projects as assigned.

Benefits

• 401(k) plan with company match and immediate vesting.
• Medical, dental, vision, AD&D, supplemental life, and long-term disability insurance.
• Pre-tax Health Savings Account with employer contributions and pre-tax Flexible Spending Account.
• Adoption, surrogacy, and fertility assistance.
• Paid parental leave and family support solutions, including family care options.
• Paid vacation days, holidays, and volunteer time off for eligible team members.
• Tuition reimbursement.
• Annual mentorship program.
• Leadership development resources.
• Access to LinkedIn Learning.

What This Job Offers

• Job Type: Full-time
• Career Level: Senior