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Succession Promotions Jobs (NOW HIRING)

NetApp

Director, Talent Management

Morrisville, NC · Hybrid

Reporting to the VP, Talent Management, the Director serves as the enterprise leader for performance management, talent reviews, succession planning, promotions, leadership success profiles, and ...

NetApp

Director, Talent Management

San Jose, CA · Hybrid

Reporting to the VP, Talent Management, the Director serves as the enterprise leader for performance management, talent reviews, succession planning, promotions, leadership success profiles, and ...

NetApp, Inc.

Director, Talent Management

San Jose, CA · On-site

Reporting to the VP, Talent Management, the Director serves as the enterprise leader for performance management, talent reviews, succession planning, promotions, leadership success profiles, and ...

CARE USA

SENIOR MANAGER, HRBP

Atlanta, GA · On-site

Promote equitable and inclusive talent decisions by identifying and challenging bias in recruitment, performance, promotion, succession, development, compensation, and workforce planning. Employee ...

Workspace Plus

Talent Strategy Partner

De Pere, WI · On-site

$75K - $95K/yr

This role drives recruiting, performance management, talent reviews, succession planning, position management, internal mobility, and promotion governance while serving as the primary HR Business ...

Socket.dev

Talent Strategy Partner

De Pere, WI · On-site

$100 - $125/hr

This role drives recruiting, performance management, talent reviews, succession planning, position management, internal mobility, and promotion governance while serving as the primary HR Business ...

New

Workspace Plus

Talent Strategy Partner

De Pere, WI · On-site

$75K - $95K/yr

This role drives recruiting, performance management, talent reviews, succession planning, position management, internal mobility, and promotion governance while serving as the primary HR Business ...

ADP, Inc.

Talent Strategy Partner

De Pere, WI · On-site

$80 - $100/hr

This role drives recruiting, performance management, talent reviews, succession planning, position management, internal mobility, and promotion governance while serving as the primary HR Business ...

New

Woman's

$80 - $100/hr

... promoting talent development, organizational readiness, and succession planning. Responsibilities include assessing workforce and leadership development needs, implementing programs to build internal ...

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Succession Promotions information

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$54.5K

$102K

$151K

How much do succession promotions jobs pay per year?

As of Sep 7, 2026, the average yearly pay for succession promotions in the United States is $101,982.00, according to ZipRecruiter salary data. Most workers in this role earn between $82,000.00 and $116,500.00 per year, depending on experience, location, and employer.

What is succession promotions?

Succession promotions refer to the advancement of employees into higher-level roles as part of an organization's succession planning strategy. These promotions are typically designed to ensure business continuity by preparing and moving qualified internal candidates into key leadership or critical positions when vacancies arise. The process often involves identifying high-potential employees, providing them with targeted development opportunities, and promoting them when appropriate. This approach helps organizations reduce hiring costs, retain top talent, and maintain organizational knowledge.

How does a succession promotions specialist collaborate with leadership to ensure smooth transitions during organizational changes?

A Succession Promotions Specialist works closely with department heads and HR leaders to identify potential candidates for key roles and to design development plans that prepare employees for advancement. This involves regular meetings to assess talent pipelines, discuss readiness levels, and coordinate training or mentorship initiatives. Effective communication and alignment with leadership are essential to anticipate future vacancies and minimize disruption during transitions. By maintaining strong relationships across departments, specialists can facilitate seamless promotions and support the organization's long-term strategic goals.

What are the key skills and qualifications needed to thrive in succession promotions, and why are they important?

To excel in a Succession Promotions (Succession Planning and Promotions) role, you need a solid background in human resources, talent management, and organizational development, often supported by a degree in HR or business administration. Familiarity with HRIS platforms, competency mapping tools, and succession planning software is typically required. Strong interpersonal skills, strategic thinking, and the ability to maintain confidentiality help professionals build trust and guide leadership transitions effectively. These abilities are crucial for ensuring smooth leadership pipelines and long-term organizational success.

What is the difference between Succession Promotions vs Career Development Specialist?

AspectSuccession PromotionsCareer Development Specialist
Required CredentialsTypically requires experience in HR, leadership, or management; sometimes certifications in HR or leadershipRequires background in counseling, HR, or training; often holds certifications in career coaching or counseling
Work EnvironmentCorporate HR departments, leadership programs, organizational planningEducational institutions, corporate training departments, career centers
Employer & Industry UsageUsed in large organizations for leadership planning and talent managementUsed across industries for employee growth, career planning, and coaching

Succession Promotions focus on preparing employees for leadership roles within organizations, emphasizing talent development and organizational planning. Career Development Specialists assist individuals in exploring career options, skill-building, and professional growth. While both roles involve talent and employee growth, Succession Promotions are more strategic and organization-focused, whereas Career Development Specialists work directly with individuals to guide their career paths.

More about Succession Promotions jobs

What job categories do people searching Succession Promotions jobs look for?

The top searched job categories for Succession Promotions jobs are:

Succession Promotions jobs near you
Infographic showing various Succession Promotions job openings in the United States as of August 2026, with employment types broken down into 45% Full Time, 54% Part Time, and 1% Contract. Highlights an 99% Physical, and 1% Remote job distribution, with an average salary of $101,982 per year, or $49 per hour.

Talent Planning Analyst

Nissan Motor Co., Ltd.

Franklin, TN • On-site

Full-time

Medical, Retirement

Posted 28 days ago

Nissan Motor rating

6.5

Company rating: 6.5 out of 10

Based on 208 frontline employees who took The Breakroom Quiz

38th of 45 rated automakers

Job description

Location(s): Franklin, TN
Job Schedule: Full-time - Hybrid - in office Monday-Thursday
Education Requirement: Bachelor's
Sponsorship: No
Come Drive Innovation with Us. We are currently looking for a Talent Planning Analyst to join our team in Franklin, TN.
The Analyst 2, Talent Management role is responsible for the design, development, implementation and administration of Talent Management practices within the Americas region (including U.S., Canada, Mexico and South America) to include: executive level promotion processes, executive announcements, executive onboarding, talent assessment administration, executive level succession planning & implementation and career-pathing activities and coaching.
A Day in the Life:
The responsibilities listed are not intended to be an exhaustive list of all duties for this role. Additional tasks may be assigned, as needed, to support business objectives.
  • Executive Level Promotion, Announcement & Onboarding Processe: Coordinates the end-to end promotion, announcement and integration (Onboarding) processes for any executive new to role in the Americas. Management of a fair, robust and systematic promotion process to support appropriate selection to the executive level. Coordination of multiple stakeholders to ensure aligned communication on an executive taking on a new role. Facilitation of the executive onboarding process between the hiring manager, HRBP team and new hire to support integration into the team.
  • NAC (Nomination Advisory Committee): Global and regional-level succession planning meetings are required for Talent Planners to organize and partner with the business leaders and HR for required NAC schedules based on function. This involves significant project management coordination to gather and prepare materials and data, conducts pre-meeting consultations as well as facilitates meeting discussion.
  • Succession Planning: Coordinates, facilitates and manages Americas-wide executive level succession planning activities. Partners with leadership and HR through all aspects of process. Responsible for facilitation of discussions related to talent pipeline, development planning and creative idea generation to ensure succession plans are accurate, comprehensive, have consideration to DEI and address the future gaps/needs of the business. Recommends talent succession slates as required for confidential and organizational structure changes.
  • Talent Assessment Administration: Coordinates and manages talent assessment processes and tools when implemented across the organization. Researches best practices externally and integrates those best practices into Nissan processes. Ensures an excellent employee experience for talents receiving assessment & usefulness of data for stakeholders (HR, Business) involved in the process.
  • Career Consultation: Supports in the process of career pathing, competency development and has regular career and talent conversations with Nissan talent. Provides support and guidance on executive interview preparation for both the interviewers and interviewees. Partners with leadership teams and other HR functions are required in the development of career pathing plans.

Other Activities/Support
  • Regular collaboration with Global Talent Management & Global HR Strategic Partners for information-sharing, global program/initiative deployment at regional level and collaboration activities as required.
  • Actively seeks and participates in opportunities for Talent Management program enhancements and changes to best support our customers (employees, leaders, executives, HR community.)
  • Supports various reporting and Talent Management needs to Nissan Global HR, MC-A Chairman's Office, and the regional HR organization as required. Develops and maintains needed governance and process documentation.
  • Shares and educates HR community as necessary on TM processes and required partnership activities.
  • Develops processes and procedures to more effectively deliver and explain TM strategy and activities to our customers.
  • Partners with our executives and leadership as required for special projects and engagement activities related to talent development and retention.
  • Supports and collaborates with our leadership development and rotational programs as required.

Who We're Looking for:
Required:
  • Requires working knowledge of Word, PowerPoint, and Excel, other PC applications, or mainframe applications.
  • Excellent communication (written and oral), story-telling and interpersonal skills.
  • Self-motivated and ability to work within a fast-paced environment with strict deadlines.
  • Ability to manage projects and daily functions with discretion and some supervision.
  • Strong presentation skills required for interacting with all levels of the organization including executive level.
  • Ability to handle confidential information as required.
  • 3+ years of directly related professional level talent management, succession planning, or organizational development experience.
  • Bachelor's degree in Industrial/Organizational Psychology or related field

Desired:
  • Master's or PhD degree
  • Previous experience with talent assessment processes and/or succession planning activities
  • Preferred experience in Workday and Tableau applications.

Travel:
Minimal day or overnight may be required.
What You'll Look Forward to at Nissan:
Career Growth and Continuous Learning Opportunities: Benefit from diverse career paths, cross-departmental moves, and innovative learning platforms. Enhance your skills through seminars, leadership training, and tuition reimbursement programs, all while playing a vital role in shaping the future of transportation. From day one, you'll have the support to tackle challenges and contribute to impactful solutions across our organization.
Rewards: Be supported with a Comprehensive Benefits Package, including medical, mental health, parental leave, retirement savings & unique Nissan perks, including discounts on lease vehicles as part of our Employee Lease Program and a Vehicle Purchase Program (VPP). For more information, access our Nissan Benefits Overview Guide.
Built for Your Best:
https://www.youtube.com/watch?v=PXuame0vwiw&list=PLki2k0CDxrPe8V6WmEeEdhj1fosRD-JQa
Nissan is committed to a drug-free workplace. All employment is contingent upon the successful completion of drug and background screenings in accordance with Nissan policies and in compliance with federal, state, and local laws, including the California Fair Chance Act and the Los Angeles County Fair Chance Ordinance. Nissan will consider qualified candidates with arrest or conviction records for employment in a manner consistent with these laws.
It is Nissan's policy to provide Equal Employment Opportunity (EEO) to all persons regardless of race, gender, military status, disability, or any other status protected by law. Candidates for this position must be legally authorized to work in the United States and will be required to provide proof of employment eligibility at the time of hire; Nissan uses E-Verify to validate employment eligibility.
NISSAN FOR EVERYONE
People are our most valuable assets, and diversity and inclusion are the key to maximizing the power of each individual member of our team. When everyone belongs, the power of NISSAN is undeniable. Our Corporate Diversity Initiative aims to improve business results by ensuring that our workplace and core businesses meet the unique needs of our employees and customer base.
Nissan is committed to creating a culture where everyone belongs and employees, customers, and partners feel respected, valued, and heard. We have over 10 Business Synergy Teams (BSTs) across the U.S. and Canada that connect employees - with shared characteristics or interests - build allies, and foster a company culture where all employees feel supported and included.
Nissan also values inclusion in all areas of our business as we strive to mirror the diversity of our customer base and the communities where we do business. We are committed to procuring innovative goods and services, retailing our products and communicating from a diverse perspective which will help us continue to offer our customers competitively designed, market-driven products.
Join us as we carry our commitment to diversity and inclusion into the future.
Franklin Tennessee United States of America

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