• Lead the enterprise succession planning framework for executive, senior leadership, and mission-critical roles. • Facilitate annual and multi-year succession reviews with the executive team and business leaders. • Assess readiness, risk, and development needs for key successors, track bench strength and gaps. • Partner with HRBPs and leaders to integrate succession outcomes into development plans and staffing decisions. • Own the talent review and assessment process, including identification of high-potential and critical talent. • Design and manage enterprise talent programs (e.g., HiPo identification, accelerated development, internal mobility). • Ensure talent management processes align with performance management and workforce planning. • Use data and analytics to evaluate talent health, retention risk, and pipeline strength. • Serve as a trusted advisor to senior leaders on talent strategy, readiness, and development investments. • Collaborate with Talent Acquisition to align external hiring with internal pipeline and succession needs. • Establish governance, standards, and tools for talent management processes. • Develop and present talent metrics, dashboards, and insights to senior leadership. • Continuously benchmark and improve talent programs based on business outcomes and best practices. • Ensure compliance with applicable policies, regulations, and internal controls.