HR Executive Succession & Development Senior Manager

Where good people build rewarding careers.

Think that working in the insurance field cant be exciting, rewarding and challenging? Think again. Youll help us reinvent protection and retirement to improve customers lives. Well help you make an impact with our training and mentoring offerings. Here, youll have the opportunity to expand and apply your skills in ways you never thought possible. And youll have fun doing it. Join a company of individuals with hopes, plans and passions, all using and developing our talents for good, at work and in life.

Job Family Summary

The Executive Succession & Development job family is focused on providing growth and development to Allstates executives (officers and directors) and their successors. Services include coaching, assessments, development and succession planning for the enterprise including the CEO and Operating Committee. The team is also responsible for CEO emergency succession planning and all Board reporting related to senior leader... succession and scenario planning.

The Executive Succession & Development Consultant assists with projects/programs that support the development, implementation, and management of strategies that provide development and succession planning services to Allstates executive population.

The Executive Succession & Development Manager leads small projects and supports the delivery of moderate scale projects and/or work streams. Projects may include (but are not limited to) creating and executing formal executive learning events for officers and directors, creating/editing executive communications, and assisting with content development.

The Executive Succession & Development Senior Manager role is a position of significant leadership responsibility, as well as deep content-expertise with executive succession, learning and development. The leader is responsible for partnering with teams director developing, implementing, and managing strategies that deliver leadership development products and services to internal clients. This role is in partnership with senior executive, Business Units, and functional leadership teams across the enterprise to create business aligned leadership development strategies and outcomes. This role is also responsible for developing strategic partnership with internal and external thought leaders, experts, and those influential in the leadership development field.

Key Responsibilities

• Develop and implement strategies to monitor and evaluate executive succession and development results and progress
• Collaborate with senior leaders to significantly influence AOR leadership strategy around executive succession and development; effectively communicate executive succession and development as a business imperative by linking development to business outcomes
• Design the strategy for, and lead the design of, executive succession and development presentations, communications, workshops/development sessions; including processes to track and monitor effectiveness
• Actively work with business partners, client services, and Areas of Responsibilities (AORs) to ensure that executive succession and development practices are understood and supported; actively participate in the delivery of core executive development initiatives; work with clients to gain in depth knowledge of client business objectives and or goals
• Utilize evidence-based communication/storytelling to proactively consult on and develop complex executive talent strategies by presenting data-driven recommendations for an executive audience
• Provide advice, coaching, and consultation to individuals and groups regarding executive succession and development
• Sustain and grow knowledge of executive succession and development in the industry through benchmarking and maintaining contact with others in the field (e.g., professional associations and educational groups)
• Participate in cross-functional teams responsible for the development and implementation of HR initiatives
• Serve as a contact for executive succession initiatives with external thought leaders and with internal leaders
• Influences/drives team strategy
• Design and execute Allstates enterprise and executive succession strategy including the CEO Talent Review process
• Serve as a thought leader in the executive succession and development space, leveraging external benchmarks and industry best practices to inform decision making
• Develop Board materials in support of CEO and Operating Committee succession planning
• Advise as a strategic thought partner for critical initiatives such as enterprise re-organizations, vendor selection (RFP management), talent assessments and HR M&A projects
• Manage annual Leadership Conference planning by leading the project team, developing proposals, supporting c-suite leaders, partnering with external vendors and monitoring the budget
• Collaborate across HR and the enterprise to design and execute talent strategies
• Oversee execution of the Leaders as Teachers and Thought Leader Forum programs
• Provide leadership across the team, offering guidance and mentorship to junior team members
• Experience in organizing, integrating and communicating high impact programs, using a variety of innovative solutions
• Involved in sourcing, negotiating and managing relationships with third party vendors
• Role requires strong communication, organization, collaboration and integration skills

Knowledge/Skills/Abilities/Experience

Education: Bachelors degree in Human Resources, Psychology, Organizational Development, and/or Organizational Behavior preferred but not required
Experience: 8+ years of equivalent experience; prior experience in leadership development preferred
Advanced communication skills (both verbal and written)
Advanced project management skills
Ability to influence up, down, and across
Strong analytical skills
Strong work ethic with commitment to high performance, quality and service
Advanced time management skills including ability to handle multiple projects, prioritize and organize
Innovative thinking and problem-solving skills
Flexibility and capability to perform in ambiguous situations
Strong ability to influence and partner with business leaders to assist in the development and maintenance of a leadership development strategy that aligns with business initiatives
Highly effective presentation skills, with subject matter expertise and experience, to provide counsel and recommendations to managers and HR in the area of leadership development program initiatives
Excellent interpersonal, cross-cultural, communication, organizational, and problem-solving skills
Ability to establish, manage and leverage relationships with internal and external partners
Consulting presence ability to interact and facilitate meetings with various levels of leadership, adapting behavior to different people and situations
Consulting capabilities develops relationships with various stakeholders that maximize the achievement of business outcomes, client commitment and long-term sustainability

Compensation

Compensation range for this position is $120,000 - $186,000 per year, based on experience and qualifications.

The candidate(s) offered this position will be required to submit to a background investigation, which includes a drug screen.

Good Work. Good Life. Good Hands.

As a Fortune 100 company and industry leader, we provide a competitive salary but thats just the beginning. Our Total Rewards package also offers benefits like tuition assistance, medical and dental insurance, as well as a robust pension and 401(k). Plus, youll have access to a wide variety of programs to help you balance your work and personal life -- including a generous paid time off policy.

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