Talent Planning Analyst

Nissan Motor Iberica SA; Franklin (TN); Hybrid; USD 80,000 - 115,000; Full time

Benefits offered by this job

Medical benefits

Vehicle Lease Program

Vehicle Purchase Program

Retirement savings

Job summary

Nissan is seeking a Talent Planning Analyst to drive talent management initiatives in the Americas from its Franklin, TN location. The role coordinates executive promotions, onboarding, and announcements and oversees cross‑regional succession planning and NAC activities with HR and business leaders.

You will manage talent assessments, coaching, and career pathing discussions while collaborating with Global TM teams.

Qualifications

• 3+ years in talent management, succession planning, or organizational development.
• Bachelor’s degree in Industrial/Organizational Psychology or related field.
• Experience with talent assessment or succession planning preferred.

Responsibilities

• Coordinate executive level promotion, onboarding and announcements.
• Organize NAC schedules and regional succession planning meetings.
• Facilitate talent assessments and data usage for stakeholders.
• Support career pathing and executive interview preparation.
• Collaborate with Global Talent Management and HR partners on programs.

Skills

Word

PowerPoint

Excel

Communication

Project management

Presentation

Discretion

Confidential handling

Education

Bachelor’s degree in Industrial/Organizational Psychology

Tools

Workday

Tableau

Job description

Location(s): Franklin, TN Job Schedule: Full‑time – Hybrid - in office Monday-Thursday Education Requirement: Bachelor’s Sponsorship: No

We are currently looking for a Talent Planning Analyst to join our team in Franklin, TN. The Analyst 2, Talent Management role is responsible for the design, development, implementation and administration of Talent Management practices within the Americas region (including U.S., Canada, Mexico and South America) to include executive level promotion processes, executive announcements, executive onboarding, talent assessment administration, executive level succession planning & implementation and career‑pathing activities and coaching.

A Day in the Life:

The responsibilities listed are not intended to be an exhaustive list of all duties for this role. Additional tasks may be assigned, as needed, to support business objectives.

• Executive Level Promotion, Announcement & Onboarding Processe: Coordinates the end‑to‑end promotion, announcement and integration (Onboarding) processes for any executive new to role in the Americas. Management of a fair, robust and systematic promotion process to support appropriate selection to the executive level. Coordination of multiple stakeholders to ensure aligned communication on an executive taking on a new role. Facilitation of the executive onboarding process between the hiring manager, HRBP team and new hire to support integration into the team.
• NAC (Nomination Advisory Committee): Global and regional‑level succession planning meetings are required for Talent Planners to organize and partner with the business leaders and HR for required NAC schedules based on function. This involves significant project management coordination to gather and prepare materials and data, conducts pre‑meeting consultations as well as facilitates meeting discussion.
• Succession Planning: Coordinates, facilitates and manages Americas‑wide executive level succession planning activities. Partners with leadership and HR through all aspects of process. Responsible for facilitation of discussions related to talent pipeline, development planning and creative idea generation to ensure succession plans are accurate, comprehensive, have consideration to DEI and address the future gaps/needs of the business. Recommends talent succession slates as required for confidential and organizational structure changes.
• Talent Assessment Administration: Coordinates and manages talent assessment processes and tools when implemented across the organization. Researches best practices externally and integrates those best practices into Nissan processes. Ensures an excellent employee experience for talents receiving assessment & usefulness of data for stakeholders (HR, Business) involved in the process.
• Career Consultation: Supports in the process of career pathing, competency development and has regular career and talent conversations with Nissan talent. Provides support and guidance on executive interview preparation for both the interviewers and interviewees. Partners with leadership teams and other HR functions are required in the development of career pathing plans.
• Other Activities/Support: Regular collaboration with Global Talent Management & Global HR Strategic Partners for information‑sharing, global program/initiative deployment at regional level and collaboration activities as required. Actively seeks and participates in opportunities for Talent Management program enhancements and changes to best support our customers (employees, leaders, executives, HR community.) Supports various reporting and Talent Management needs to Nissan Global HR, MC‑A Chairman’s Office, and the regional HR organization as required. Develops and maintains needed governance and process documentation. Shares and educates HR community as necessary on TM processes and required partnership activities. Develops processes and procedures to more effectively deliver and explain TM strategy and activities to our customers. Partners with our executives and leadership as required for special projects and engagement activities related to talent development and retention.
• Supports and collaborates with our leadership development and rotational programs as required.

Who We're Looking for:

• Required: Requires working knowledge of Word, PowerPoint, and Excel, other PC applications, or mainframe applications.
• Excellent communication (written and oral), story‑telling and interpersonal skills.
• Self‑motivated and ability to work within a fast‑paced environment with strict deadlines.
• Ability to manage projects and daily functions with discretion and some supervision.
• Strong presentation skills required for interacting with all levels of the organization including executive level.
• Ability to handle confidential information as required.
• 3+ years of directly related professional level talent management, succession planning, or organizational development experience.
• Bachelor’s degree in Industrial/Organizational Psychology or related field.
• Desired: Master’s or PhD degree.
• Previous experience with talent assessment processes and/or succession planning activities.
• Preferred experience in Workday and Tableau applications.
• Travel: Minimal day or overnight may be required.

What You’ll Look Forward to at Nissan:

• Career Growth and Continuous Learning Opportunities: Benefit from diverse career paths, cross‑departmental moves, and innovative learning platforms.
• Enhance your skills through seminars, leadership training and tuition reimbursement programs, all while playing a vital role in shaping the future of transportation.
• From day one, you'll have the support to tackle challenges and contribute to impactful solutions across our organization.

Rewards:

• Be supported with a Comprehensive Benefits Package, including medical, mental health, parental leave, retirement savings & unique Nissan perks, including discounts on lease vehicles as part of our Employee Lease Program and a Vehicle Purchase Program (VPP). For more information, access our Nissan Benefits Overview Guide.

Built for Your Best: https://www.youtube.com/watch?v=PXuame0vwiw&list=PLki2k0CDxrPe8V6WmEeEdhj1fosRD-JQa

Nissan is committed to a drug‑free workplace. All employment is contingent upon the successful completion of drug and background screenings in accordance with Nissan policies and in compliance with federal, state, and local laws, including the California Fair Chance Act and the Los Angeles County Fair Chance Ordinance. Nissan will consider qualified candidates with arrest or conviction records for employment in a manner consistent with these laws. It is Nissan’s policy to provide Equal Employment Opportunity (EEO) to all persons regardless of race, gender, military status, disability, or any other status protected by law. Candidates for this position must be legally authorized to work in the United States and will be required to provide proof of employment eligibility at the time of hire; Nissan uses E‑Verify to validate employment eligibility.

NISSAN FOR EVERYONE

People are our most valuable assets, and diversity and inclusion are the key to maximizing the power of each individual member of our team. When everyone belongs, the power of NISSAN is undeniable. Our Corporate Diversity Initiative aims to improve business results by ensuring that our workplace and core businesses meet the unique needs of our employees and customer base. Nissan is committed to creating a culture where everyone belongs and employees, customers, and partners feel respected, valued, and heard. We have over 10 Business Synergy Teams (BSTs) across the U.S. and Canada that connect employees – with shared characteristics or interests – build allies, and foster a company culture where all employees feel supported and included. Nissan also values inclusion in all areas of our business as we strive to mirror the diversity of our customer base and the communities where we do business. We are committed to procuring innovative goods and services, retailing our products and communicating from a diverse perspective which will help us continue to offer our customers competitively designed, market‑driven products. Join us as we carry our commitment to diversity and inclusion into the future.

Franklin Tennessee United States of America

Nissan is more than a car company. We are an innovation company. We take the most innovative thinking in the industry and combine it with performance, value, efficiency, safety, and style. The result: Cars that thrill you every time you get behind the wheel. With over 150 million vehicles produced globally, Nissan continues with the goal to enrich the lives of our employees and customers alike.