Summary
Description
Job Summary:
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.
How You Will Make a Difference:
- 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.
- Through influencing, challenging and coaching, ensure development plans are being created, implemented and executed.
- 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.
Skills for Success:
• 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
- undefinedYears of Related Professional Experience: 15+ years Educational/ Position Requirements: Master’s degree or PhD in Industrial/Organizational Psychology PreferredAt least 5 years managerial experienceMinimum 2 years of experience focused on Talent AssessmentSpecial Physical and/or Mental Requirements:
- Minimum 2 years of experience focused on Talent Assessment
Hiring Range:
$198,720.00 USD – $248,400.00 USD annually
Incentive Potential: This position is eligible for additional compensation awards that may include an annual incentive plan, sales incentive, or commission potential. Specific details of the additional compensation eligibility for this position will be provided during the recruiting and interview process.
Long-Term Incentive Potential: This position is eligible to participate in a Long-Term Incentive Plan. Specific details of the plan will be provided during the recruiting and interview process.
Benefits at VF Corporation: You can review a general overview of each benefit program offered, including this year's medical plan rates on www.MyVFbenefits.com and by clicking Looking to Join VF? Detailed information on your benefits will be provided during the hiring process.
Please note, our hiring ranges are determined and built from market pay data. In determining the specific compensation for this position, we comply with all local, state, and federal laws.
At VF, we value a diverse, inclusive workforce and we provide equal employment opportunity for all applicants and employees. All qualified applicants for employment will be considered without regard to an individual’s race, color, sex, gender identity, gender expression, religion, age, national origin or ancestry, citizenship, physical or mental disability, medical condition, family care status, marital status, domestic partner status, sexual orientation, genetic information, military or veteran status, or any other basis protected by federal, state or local laws. If you require accommodations during the application process, please contact us at peopleservices@vfc.com. VF will provide reasonable accommodations for qualified individuals to the extent required by applicable law.
Pursuant to all applicable local Fair Chance Ordinance requirements, including but not limited to the San Francisco Fair Chance Ordinance, VF will consider for employment qualified applicants with arrest and conviction records.
