Sr Manager Succession & Performance

At HCSC, our employees are the cornerstone of our business and the foundation to our success. We empower employees with curated development plans that foster growth and promote rewarding, fulfilling careers.

Join HCSC and be part of a purpose-driven company that will invest in your professional development.

This position is responsible for setting enterprise strategy and governance for leadership development, succession planning, talent reviews, performance management integration, and talent readiness across the organization. This role leads the end to end design, execution, and continuous improvement of talent systems that ensure a robust, diverse, and ready leadership pipeline aligned to long term business strategy. The role serves as a senior thought partner to HR and business leadership, translating workforce and talent insights into actionable strategies using data driven approaches, including talent analytics, 9 box modeling, and integrated assessment strategies.

The Senior Manager leads and develops a team of talent professionals and provides enterprise leadership for high impact, high visibility talent initiatives.

• Own and evolve the enterprise succession management strategy, including executive and critical role pipelines, readiness definitions, and risk assessment.
• Lead the design and execution of enterprise talent review processes, including calibration, governance, and integration of performance, potential, and readiness data.
• Establish and maintain talent readiness frameworks, ensuring clarity on near, mid, and long term leadership bench strength.
• Serve as a strategic advisor to senior leaders on succession risks, leadership gaps, and development actions.
• Lead enterprise adoption and optimization of 9-box or 4 box (performance/potential) frameworks, ensuring consistent interpretation, application, and decision making.
• Drive enterprise capability in assessing potential, learning agility, and leadership effectiveness.
• Define and lead the talent analytics strategy for leadership and succession, metrics, and executive level insights.
• Translate complex talent data into clear, executive ready insights that inform workforce planning, investment decisions, and leadership actions.
• Establish success measures for leadership programs, succession health, and talent readiness, linking outcomes to business impact.
• Own the enterprise leadership assessment strategy, including the selection, integration, and governance of tools (e.g., 360s, Hogan, simulations).
• Ensure assessments are embedded across talent reviews, succession planning, executive development, and coaching.
• Serve as a trusted advisor to HR leadership, HR Business Partners, and senior business leaders on talent strategy, and succession.
• Lead enterprise wide, high visibility talent initiatives requiring complex stakeholder management and influence without authority.
• Partner with HRBPs to ensure solutions reflect both best practices and business specific needs.
• Partner with HR Tech and technology teams to optimize Workday Talent, Performance, and Succession modules, ensuring system capabilities enable strategy.
• Lead, coach, and develop a team of talent management professionals.
• Manage external vendors and partners, ensuring quality, ROI, and alignment to enterprise standards.
• Oversee resource planning, and operational effectiveness for assigned programs.
• Communicate and interact effectively and professionally with co-workers, management, customers, etc.
• Comply with HIPAA, Diversity Principles, Corporate Integrity, Compliance Program policies and other applicable corporate and departmental policies.
• Maintain complete confidentiality of company business.
• Maintain communication with HR leadership regarding development within areas of assigned responsibilities and perform special projects as required or requested.

* Hybrid in downtown Chicago. 3days/wk onsite, 2days remote.

• Bachelor’s degree in business administration, HR, Organizational Development or I/O Psychology with 7 years of experience in corporate talent, and leadership development OR 11+ years of experience in corporate talent, and leadership development
• 3 years of experience…