What are the responsibilities and job description for the Talent and Leadership Succession Chief Expert position at SAP?

Requisition ID : 418533

Work Area : Human Resources

Expected Travel : 0 - 40%

Career Status : Executive

Employment Type : Regular Full Time

Career Level : Executive

Recruiter Name : Ernie Luther

Additional Locations :

The Leadership Development and Succession team at SAP will spearhead the creation and implementation of an innovative and holistic Succession Framework. We are seeking an experienced expert in Succession to own and oversee the overall succession strategy on a global scale.

This senior level individual contributor role will focus on developing and implementing effective succession planning strategies for our executive leaders. The ideal candidate will possess deep knowledge of leadership development, talent assessment, and organizational psychology, with a proven track record in succession management.

What you'll do

1. Strategic Succession Planning

Support the design of a Succession Management strategy that will create impact by ensuring a pipeline that is deep, broad and diverse. A strategy that will ensure continuity of both leadership and business.
Collaborate with stakeholders to design and implement customized succession planning frameworks that align with organizational goals, which includes close collaboration with Strategic Business Partners, Global Head of Recruitment, Global Lead of Culture and Change and respective teams.
Analyze data and trends to inform succession strategies and identify high-potential candidates.

2. Talent Evaluation

Conduct thorough assessments of existing talent pools to identify high-potential successors and determine readiness for advancement.

3. Development

Partner with key stakeholders and leadership development to curate innovative and bespoke development solutions tailored for key positions to cultivate readiness for future roles.

Provide guidance on individualized development plans for high-potential leaders.

4. Research and Insights

Analyze succession slates and development focus areas to derive actionable insights for individual leadership capabilities, fit and readiness.

Create reports and dashboards that communicate findings to executive leaders and People & Culture stakeholders, supporting data-driven decision-making and recommendations for succession strategies and candidate readiness.

Stay informed of industry trends, market conditions, and regulatory changes impacting leadership and governance.

Conduct research to benchmark succession practices against leading organizations and emerging trends.

5. Collaboration

Collaborate with social partners, learning teams and other stakeholders as needed to design and deliver development programs that accelerate the readiness of critical talent segments.

Partner with internal stakeholders, including People & Culture professionals, HR Business Partners, learning & development professionals such as leadership coaches, on succession strategies and development approach.

6. Diversity & Inclusion

Promote diversity in leadership succession plans, ensuring alignment with organizational values and commitment to inclusive leadership.

Collaborate with D&I teams to implement strategies that enhance diverse candidate pipelines for executive roles.

What you bring

Bachelor’s degree in Business, Human Resources, Organizational Development, or related field. Master’s degree preferred.

7 years of significant experience in succession planning with a focus on Board and executive roles.

Preference will be given to candidates with demonstrated experience in large companies with a global employee base. Ideal candidate will have experience in succession planning beyond just Board and executive roles.

Proven experience in workforce, talent and leadership development.

Proven ability to manage multiple strategic initiatives simultaneously.

Strong understanding of leadership best practices, assessment methodologies, and organizational dynamics in a global context.

Experience in psychometric principles, assessment instruments, and data analytics.

Proven ability to collaborate across all levels of the organization and manage stakeholder relationships.

Excellent analytical, communication, and interpersonal skills with the ability to convey complex ideas to diverse audiences.

Key Competencies

Strategic Vision : Ability to envision and implement long-term strategies for leadership development and succession planning.

Leadership : Demonstrated leadership skills with a track record of driving organizational change and development.

Collaboration : Strong collaboration skills with the ability to build relationships and work effectively across functions and levels.

Effective Communication : Ability to convey information clearly and succinctly, and tailor messages for an Executive audience.

Complex Problem Solving : the ability to break down complex problems, identify potential solutions, and take action to resolve the issue.

Results Orientation : Ability to prioritize and focus efforts on achieving specific goals or outcomes. It requires a clear understanding of what the desired results are and the ability to develop and implement strategies to achieve them.

Data Analytics / Business Acumen : Ability to understand and interpret psychometric data to make informed decisions, and effectively apply business knowledge to achieve organizational objectives.

SAP'S DIVERSITY COMMITMENT

To harness the power of innovation, SAP invests in the development of its diverse employees. We aspire to leverage the qualities and appreciate the unique competencies that each person brings to the company.

SAP is committed to the principles of Equal Employment Opportunity and to providing reasonable accommodations to applicants with physical and / or mental disabilities. If you are in need of accommodation or special assistance to navigate our website or to complete your application, please send an e-mail with your request to Recruiting Operations Team : Careers@sap.com .

For SAP employees : Only permanent roles are eligible for the SAP Employee Referral Program, according to the eligibility rules set in the SAP Referral Policy .

EOE AA M / F / Vet / Disability

Qualified applicants will receive consideration for employment without regard to their age, race, religion, national origin, gender, sexual orientation, gender identity, protected veteran status or disability.

Compensation Range Transparency : SAP believes the value of pay transparency contributes towards an honest and supportive culture and is a significant step toward demonstrating SAP’s commitment to pay equity. SAP provides the hourly base salary rate range applicable for the posted role. The targeted range for this position is 224,700 - 525,600 USD. The actual amount to be offered to the successful candidates will be within that range, dependent upon the key aspects of each case which may include education, skills, experience, scope of the role, location, etc. as determined through the selection process. SAP offers limited benefits for employees hired into hourly or like roles subject to appliable plan / policy terms. A summary of benefits and eligibility requirements can be found by clicking this link : SAP North America Benefits .

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