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Executive Succession Planning Jobs (NOW HIRING)

Canpotex

Senior Manager, Talent Management

Tampa, FL · On-site

Succession Planning & Executive Talent Management * Drive the enterprise succession planning process, ensuring strong and diverse pipelines for critical and executive roles (including ELT). * Lead ...

BlackLine

Principal People Business Partner

Pleasanton, CA · On-site

$175K - $219K/yr

Talent & Succession Strategy: Own the end-to-end talent strategy for the Product and Technology groups, from executive succession planning to enhancing talent density. Lead the organization through ...

Worldpay

Talent Partner (Special Programs)

Atlanta, GA · On-site

Operating as part of an integrated team, this role partners closely with executive succession planning and organization design, workforce planning, and PCC Business Partners to deliver cohesive, data ...

KHEIR Clinic

Be Seen First

Chief Financial Officer

Los Angeles, CA · On-site

$190K - $270K/yr

Contribute to executive succession planning through leadership development and team capacity building. * Engage actively with executive leadership and Board Finance Committee. REQUIRED QUALIFICATIONS:

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Executive Succession Planning information

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$30K

$82.1K

$154.5K

How much do executive succession planning jobs pay per year?

As of Jul 30, 2026, the average yearly pay for executive succession planning in the United States is $82,146.00, according to ZipRecruiter salary data. Most workers in this role earn between $54,500.00 and $100,000.00 per year, depending on experience, location, and employer.

What are the key skills and qualifications needed to thrive in Executive Succession Planning, and why are they important?

Succeeding in Executive Succession Planning requires expertise in talent management, organizational development, and strategic planning, often supported by a background in human resources or business administration. Familiarity with succession planning software, HR information systems (HRIS), and certifications like SHRM-SCP or SPHR are commonly expected. Strong interpersonal, analytical, and change management skills set top professionals apart in this field. These capabilities are crucial for identifying, developing, and transitioning leadership talent to ensure long-term organizational stability and growth.

What is the difference between Executive Succession Planning vs Human Resources Manager?

AspectExecutive Succession PlanningHuman Resources Manager
Primary FocusPreparing for leadership transitions at the executive levelManaging overall HR functions, including recruitment, employee relations, and compliance
CredentialsOften requires executive experience, leadership development, and strategic planning skillsHR certifications (e.g., SHRM, HRCI), HR degree, and experience in HR operations
Work EnvironmentCorporate leadership teams, strategic planning sessionsHR departments across various industries and organizational levels

Executive Succession Planning focuses on preparing future leaders for top roles, ensuring leadership continuity. Human Resources Managers oversee broader HR functions, including recruitment, employee engagement, and compliance. While both roles require strategic thinking and leadership skills, Executive Succession Planning is specialized in leadership development and transition planning at the executive level.

What is executive succession planning?

Executive succession planning is a strategic process organizations use to identify and develop future leaders for key executive roles. It involves evaluating current leadership, recognizing potential successors, and preparing them through targeted development opportunities. The goal is to ensure business continuity and minimize disruptions when executive changes occur. Effective succession planning helps organizations maintain stability and achieve long-term objectives.

What are some common challenges faced when implementing executive succession planning, and how can professionals in this role address them?

One of the primary challenges in executive succession planning is ensuring alignment between organizational strategy and the skills or qualities needed in future leaders. Resistance to change, confidentiality concerns, and identifying high-potential talent can also pose difficulties. Professionals in this role can address these challenges by fostering open communication with stakeholders, establishing transparent criteria for leadership development, and creating structured talent assessment processes. Building trust and maintaining discretion are essential for successful succession outcomes.
What cities are hiring for Executive Succession Planning jobs? Cities with the most Executive Succession Planning job openings:
What are the most commonly searched types of Succession Planning jobs? The most popular types of Succession Planning jobs are:
What states have the most Executive Succession Planning jobs? States with the most job openings for Executive Succession Planning jobs include:
What job categories do people searching Executive Succession Planning jobs look for? The top searched job categories for Executive Succession Planning jobs are:
Executive Succession Planning jobs near you
Infographic showing various Executive Succession Planning job openings in the United States as of July 2026, with employment types broken down into 92% Full Time, and 8% Part Time. Highlights an 84% In-person, 8% Hybrid, and 8% Remote job distribution, with an average salary of $82,146 per year, or $39.5 per hour.

Binghamton Branch Executive Director

Broome County YMCA

Binghamton, NY • On-site

Full-time

Posted 7 days ago

Job description

Job Type
Full-time
Description
The YMCA of Broome County is seeking a mission-driven, operationally strong leader to serve as our Binghamton Branch Executive Director.
This is a unique YMCA leadership opportunity. Unlike a traditional branch focused primarily on fitness, aquatics or youth programming, the Binghamton Branch is centered on housing, supportive services, facility operations, and community impact. The YMCA is preparing for a significant housing expansion, and this role will help lead the systems, staffing, partnerships, and operations needed to support that growth.
The Binghamton Branch Executive Director will provide daily leadership and operational oversight for the branch, working closely with the CEO to strengthen housing operations, service delivery, fund development, facility coordination, and community partnerships.
This position is designed as a senior leadership role with significant growth potential. The successful candidate will work closely with the CEO and executive leadership team and may be considered for future advancement opportunities, including long-term executive succession planning, based on performance, organizational needs, and Board approval.
  • Provide day-to-day leadership and operational oversight for the Binghamton Branch
  • Help guide the branch through a major housing expansion
  • Coordinate with Finance, Maintenance, Housing, and Executive Leadership to ensure strong branch performance
  • Oversee facility use, maintenance coordination, service delivery, and housing-related operations
  • Work with the CEO on strategic direction, housing expansion, supportive services, and future program offerings
  • Support HR responsibilities, fund development, annual campaign coordination, grant writing, funding requests, and reporting as assigned
  • Strengthen partnerships, operational systems, and community impact
  • Provide cooperative support to the West Branch Executive Director as needed

Requirements
The ideal candidate will bring nonprofit, housing, human services, community development, or operational leadership experience. They should be a practical, steady, hands-on leader with strong supervisory, communication, organizational, and relationship-building skills.
This is an opportunity to help lead a branch entering a transformative period, with work directly connected to one of Broome County's most urgent needs: safe, stable housing and supportive services for individuals who need them most.

Apply