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Succession Promotions Jobs (NOW HIRING)

KnowBe4

VP Talent Management

Clearwater, FL

... succession planning, and career development. This is not a lift-and-shift; it requires reorienting ... Provide genuine recommendations as to the hiring, firing, promotion, and discipline of subordinate ...

Clean Team

General Manager

Buffalo, NY

Conduct performance reviews and implement succession planning. * Decrease unplanned turnover by promoting engagement and professional development. Customer Retention & Relationship Management * Build ...

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$54.5K

$102K

$151K

How much do succession promotions jobs pay per year?

As of May 31, 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 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.

How does a Succession Promotions Specialist typically 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 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.

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.

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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 May 2026, with employment types broken down into 13% Full Time, and 87% Part Time. Highlights an 99% Physical, and 1% Hybrid job distribution, with an average salary of $101,982 per year, or $49 per hour.

Clinical Manager - Labor & Delivery, Days

Piedmont Healthcare Inc.

Stockbridge, GA

Full-time

Posted yesterday

Piedmont Healthcare rating

7.0

Company rating: 7.0 out of 10

Based on 449 frontline employees who took The Breakroom Quiz

401st of 864 rated healthcare providers

Job description

OverviewAdministrative and operational responsibility for assigned departments, including management of cost and finance, human resources, operations, quality of care and clinical outcomes, patient/physician and staff satisfaction, change management and any other relevant responsibilities related to this position. Serves as part of the entity management team and Shared Governance Model focused on promoting the mission, vision and values, of PHC and Nursing Professional Practice, embracing a person-centered philosophy while promoting patient- family centered services across the continuum and enhancing value-driven outcomes. Responsible for succession planning, identifying talent, providing support, education, and resources to grow future nursing leaders. May be required to assists in staffing as necessary to provide clinical care for adolescent, adult and geriatric patients.ResponsibilitiesAdministrative and operational responsibility for assigned departments, including management of cost and finance, human resources, operations, quality of care and clinical outcomes, patient/physician and staff satisfaction, change management and any other relevant responsibilities related to this position. Serves as part of the entity management team and Shared Governance Model focused on promoting the mission, vision and values, of PHC and Nursing Professional Practice, embracing a person-centered philosophy while promoting patient- family centered services across the continuum and enhancing value-driven outcomes. Responsible for succession planning, identifying talent, providing support, education, and resources to grow future nursing leaders. May be required to assists in staffing as necessary to provide clinical care for adolescent, adult and geriatric patients.QualificationsEducation
  • Graduate from a recognized, accredited school of nursing Required
  • Bachelor's Degree Preferred
Work Experience
  • 3 years of nursing experience in a hospital (inpatient roles) or clinical (outpatient roles) setting, including at least one (1) year of relevant leadership experience Required
  • Demonstrated clinical competency in the specialty area applying for Required
Licenses and Certifications
  • RN - Registered Nurse - Georgia State Licensure and/or NLC/eNCL Multistate Licensure Upon Hire Required
  • BCLS - Basic Life Support Upon Hire Required
Addendum
    Business Unit : Company NamePiedmont Henry HospitalEmployment Type: FULL_TIME

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