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.
What we expect of you
Minimum basic 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
Preferred skills, experience and qualities
Experience with AI-enabled learning platforms or skills intelligence tools
Familiarity with global talent practices and regional nuances
Systems Thinking, connecting succession to workforce planning, L&D, performance management, and business strategy with
Benefits
Health insurance
Additional Information
At CDW, we make it happen, together. Trust, connection, and commitment are at the heart of how we work together to deliver for our customers. It's why we're coworkers, not just employees. Coworkers who genuinely believe in supporting our customers and one another. We collectively forge our path forward with a level of commitment that speaks to who we are and where we're headed. We're proud to share our story and Make Amazing Happen at CDW.
Job Summary
The Sr. Manager, Leadership Assessment and Succession Planning is responsible for refining, implementing, and managing CDW's enterprise-wide talent review and succession planning framework to ensure leadership continuity, accelerate high potential talent, and strengthen CDW's long term leadership pipeline. Reporting to the Director, Talent Strategy, this role partners closely with Talent Management leaders, HRBPs, and Centers of Excellence, to drive consistent processes for identifying critical roles, identifying and assessing successor readiness, and activating targeted development plans for individuals and talent pools.
This individual contributor role serves as the organization's subject matter expert and process owner for succession planning. Key responsibilities include establishing the enterprise succession methodology, supporting HR leadership with annual and ongoing talent reviews, maintaining robust reporting and analytics on pipeline health, and advising senior leaders on succession risks, opportunities, and talent strategies. The ideal candidate brings deep expertise in succession planning, talent assessment tools, and change management, along with strong operational execution and the ability to influence stakeholders across the enterprise. This role is designed for a practitioner who operates at the intersection of behavioral science and business strategy and has a propensity for AI and HR system optimization.
Cdw · Chicago