Talent & Succession Manager - Bilbao - Morgan Philips Group

Morgan Philips Group; País Vasco; Presencial; EUR 80.000 - 110.000; Jornada completa

Descripción de la vacante

Morgan Philips Group in Bilbao, Spain, partners with a leading multinational industrial company to recruit a Talent & Succession Manager. You will lead identification, assessment and acceleration of critical talent to strengthen leadership continuity and succession readiness across the business.

You will transform talent data, assessments and leadership conversations into clear business decisions, develop actionable development plans and ensure disciplined follow-up to secure impact and

Formación

• 7 to 10 years of experience in Talent Management or related areas.
• Proven track record leading talent review and calibration with executives.
• Strong knowledge of succession planning methodologies and leadership assessment.
• Ability to turn talent insights into concrete development, mobility and retention actions.
• Experience in industrial, engineering, technology or advanced manufacturing environments is highly valued.

Responsabilidades

• Lead and continuously evolve the annual talent review process and calibration sessions with senior leaders.
• Identify critical positions and develop robust succession plans with readiness.
• Define and implement evidence-based frameworks for assessing performance and potential.
• Facilitate talent discussions with senior leadership, providing objective guidance.
• Ensure talent reviews translate into concrete development, mobility, retention and succession actions.

Conocimientos

Talent Management

Succession Planning

Leadership Development

Stakeholder Management

Talent Analytics

Descripción del empleo

Morgan Philips is partnering with a leading multinational industrial company to recruit a Talent & Succession Manager, based in Bilbao, Spain.The mission of this role is to lead the identification, assessment and acceleration of critical talent, strengthening leadership continuity, succession readiness and the development of the next generation of leaders within the successful candidate will be responsible for transforming talent data, assessments and leadership conversations into clear business decisions, actionable development plans, defined ownership and disciplined follow-up to ensure successful execution and impact.

Key Responsibilities

Talent Management & Succession Planning

• Lead and continuously evolve the annual talent review process, as well as periodic talent calibration sessions with senior leaders.
• Identify critical positions across the organization and develop robust succession plans, ensuring appropriate successor readiness and mitigation of associated risks.
• Define and implement consistent, evidence-based frameworks for assessing performance, contribution and potential.
• Facilitate talent discussions with senior leadership, bringing objectivity, an enterprise-wide perspective and constructive challenge.
• Ensure talent reviews translate into concrete development, mobility, retention and succession actions.

Leadership Development & Talent Pipelines

• Design and monitor targeted development plans for successors, high-potential talent and leaders in key positions.
• Build and maintain leadership talent pools and succession pipelines across organizational levels, functions and geographies.
• Increase visibility of talent beyond traditionally identified candidates, broadening future leadership options for the the acceleration and readiness of key talent to meet current and future business needs.

Talent Analytics & Risk Management

• Assess leadership and succession risks, including dependency on key individuals, upcoming retirements, readiness gaps and evolving capability requirements.
• Translate talent data and discussions into actionable decisions, clear ownership, timelines and governance mechanisms.
• Define and monitor metrics to evaluate the strength of leadership pipelines, succession readiness and the impact of development the quality, consistency, governance and confidentiality of all talent and succession-related

CollaborationPartner

• Partner closely with People Business Partners, Learning & Development, Talent Acquisition and business leaders to connect succession planning, internal mobility, leadership development and strategic capability requirements.
• Contribute to the design and implementation of talent solutions aligned with the organization's growth, transformation and leadership continuity priorities.

Experience & Qualifications

• 7 to 10 years of experience in Talent Management, Succession Planning, Leadership Development, Organizational Development or related areas.
• Proven track record of designing, leading and facilitating talent review and calibration processes with executive teams and senior leaders.
• Strong knowledge of succession planning methodologies, critical role assessment, performance and potential frameworks, leadership assessment and talent pool management.
• Demonstrated experience turning talent review outcomes into practical development, mobility, retention and succession actions.
• Strong influencing and stakeholder management skills, with the ability to challenge senior leaders constructively while building credibility and trust.
• Experience within industrial, engineering, technology or advanced manufacturing environments is highly valued.
• Exposure to methodologies such as Korn Ferry, Learning Agility, Success Profiles or Assessment Centres is desirable.
• Previous experience in international and multicultural English and Spanish, with the ability to effectively engage with both local and global stakeholders.