Succession Planning Expert

Government Confidential; Riyadh; On-site; SAR 120,000 - 160,000; Full time

Job summary

Government Confidential is seeking an experienced HC professional to support succession planning across the organization in Riyadh. You will help develop governance, maintain successor pools, and align planning with workforce priorities.

You will collaborate with HR business partners and leaders to conduct talent reviews, assess performance and potential, and create development plans for identified successors, ensuring readiness over time.

Qualifications

• 5–6 years of relevant experience in Talent Management, Succession Planning, Leadership Development, Organizational Development, or related HC area.
• Practical experience in succession planning, talent reviews, performance and potential assessment, and development planning.

Responsibilities

• Support the development and implementation of the organization’s succession planning framework, methodology, and governance.
• Identify critical and key positions in coordination with HC teams and business leaders.
• Facilitate succession planning cycles and ensure successor pools are maintained and regularly reviewed.
• Support the assessment of employees’ performance, potential, readiness, and career aspirations.
• Manage and maintain succession data, talent profiles, readiness levels, and replacement plans.
• Support the implementation of tools such as the 9-Box Grid, talent reviews, and leadership assessments.
• Coordinate talent review and succession discussions with business leaders, HRBPs, and senior management.
• Identify succession risks, including positions with no ready successors, limited bench strength, and high dependency on key individuals.
• Develop succession dashboards, reports, and KPIs to monitor pipeline strength and readiness.
• Work with Talent Development and L&D teams to develop Individual Development Plans (IDPs) for identified successors.
• Track successor development actions, progress, and readiness over time.
• Support the identification of high-potential employees and future leadership talent.
• Conduct benchmarking and recommend improvements to succession planning practices.
• Support career pathing and internal mobility initiatives linked to succession planning.
• Ensure succession planning processes are aligned with workforce planning, talent management, and organizational priorities.
• Prepare management presentations and insights related to succession risks, leadership pipeline, and talent readiness.

Skills

Succession planning

Talent management

Leadership development

Organizational development

Education

Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or related field

Tools

Job description

• Support the development and implementation of the organization’s succession planning framework, methodology, and governance.
• Identify critical and key positions in coordination with HC teams and business leaders.
• Facilitate succession planning cycles and ensure successor pools are maintained and regularly reviewed.
• Support the assessment of employees’ performance, potential, readiness, and career aspirations.
• Manage and maintain succession data, talent profiles, readiness levels, and replacement plans.
• Support the implementation of tools such as the 9-Box Grid, talent reviews, and leadership assessments.
• Coordinate talent review and succession discussions with business leaders, HRBPs, and senior management.
• Identify succession risks, including positions with no ready successors, limited bench strength, and high dependency on key individuals.
• Develop succession dashboards, reports, and KPIs to monitor pipeline strength and readiness.
• Work with Talent Development and L&D teams to develop Individual Development Plans (IDPs) for identified successors.
• Track successor development actions, progress, and readiness over time.
• Support the identification of high-potential employees and future leadership talent.
• Conduct benchmarking and recommend improvements to succession planning practices.
• Support career pathing and internal mobility initiatives linked to succession planning.
• Ensure succession planning processes are aligned with workforce planning, talent management, and organizational priorities.
• Prepare management presentations and insights related to succession risks, leadership pipeline, and talent readiness.

Qualifications & Experience

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field.
• 5–6 years of relevant experience in Talent Management, Succession Planning, Leadership Development, Organizational Development, or a related HC area.
• Practical experience in succession planning, talent reviews, performance and potential assessment, and development planning.