ZipRecruiter

Log In

1

Succession Promotions Jobs (NOW HIRING)

Clean Team

General Manager

Buffalo, NY · On-site

$90K - $130K/yr

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

Clean Team

General Manager

Buffalo, NY · On-site

$90K - $130K/yr

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

New York ISO

Human Resources Generalist

Rensselaer, NY · On-site

This role will support the team in the functional areas of Performance Management and Succession ... promotions, transfers and termination. * Process HR related expenses and contribute to budgeting ...

Biologique Recherche

Spa Manager

Manhattan, NY

$110K - $115K/yr

The Spa Manager/Director leads, develops, and succession plans a high-performing team of expert ... promoting premium products and services. · Monitor client feedback and proactively implement ...

next page

Showing results 1-20

People also search for

All JobsSuccession Promotions Jobs

Succession Promotions information

See salary details

$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.

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 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.
General Manager

General Manager

Clean Team

Buffalo, NY • On-site

$90K - $130K/yr

Full-time

Posted 15 days ago

Job description

Top Commercial Cleaning and Janitorial Services Company seeking General Manager
We're seeking a dynamic and results-driven General Manager (GM) to lead branch operations, drive customer retention, and achieve profitability goals. As the lead over the branch, the GM oversees business growth, operational excellence, and team development while ensuring a high level of customer satisfaction and employee engagement.
Key Responsibilities
Leadership & Team Development
  • Lead, mentor, and develop branch management, office, and sales teams.
  • Foster a culture of accountability, collaboration, and continuous improvement.
  • Conduct performance reviews and implement succession planning.
  • Decrease unplanned turnover by promoting engagement and professional development.

Customer Retention & Relationship Management
  • Build and maintain strong, trust-based relationships with clients.
  • Personally visit and engage with top accounts to ensure satisfaction and retention.
  • Anticipate customer needs and proactively address issues.
  • Implement customer retention strategies and succession planning for key accounts.

Financial & Operational Management
  • Drive branch profitability and efficiency through disciplined cost management.
  • Manage direct labor costs and total labor of service sales.
  • Monitor budgets, pricing, and production rates to meet EBITDA targets.
  • Control overtime and ensure adherence to company financial policies.

Sales & Growth
  • Achieve branch sales goals through service expansion, product sales, and new business.
  • Partner with leadership to identify and develop high-potential accounts.
  • Leverage marketing and referral channels to drive sustainable growth.
  • Train managers to support sales and upselling initiatives.

Strategic Leadership
  • Contribute to company-wide best practices and process improvements.
  • Collaborate with executives on performance reviews and pilot programs.
  • Lead succession planning for key branch roles to ensure long-term success.

Performance Metrics
  • Annual branch revenue and EBITDA growth.
  • Customer retention and satisfaction.
  • Labor cost control and profitability targets.
  • Employee retention and leadership development.

Qualifications
  • 5+ years of experience managing multi-site or branch operations.
  • Demonstrated success in achieving sales, profitability, and operational goals.
  • Strong leadership, communication, and analytical skills.
  • Experience managing budgets, labor costs, and data-driven performance metrics.
  • Knowledge of compliance, safety, and industry best practices.

Working Conditions
  • Office-based with frequent client site visits.
  • Some travel is required for meetings, customer visits, and training.
  • Availability for after-hours customer support as needed.

Core Competencies
  • Strategic Leadership
  • Financial Acumen
  • Customer Focus
  • Team Development
  • Execution Excellence

Zip codes: 14201, 14202, 14203, 14204, 14206, 14207, 14208, 14209, 14210, 14211

Apply