Hybrid Succession and Development Manager bei Life Time

Position Summary

The Succession & Development Manager works with the Team Member Development Team, Human Capital, Field and Business Leadership and potential leaders to build a creative leadership engine that drives innovation and desirability helping team members evolve as leaders, collaborators, and value creators.

The Succession and Development Partner will support, execute, and optimize key succession and development processes and programs of varying complexity. This role serves as an expert and ambassador of the Team Member Journey optimizing it through impactful assessment and development programs that drive a high-performance, high-accountability culture. The ideal candidate will have a passion for personal and organizational accountability, continuous improvement and growth.

Job Duties/Responsibilities

Talent Pipeline Development Programming

• Developing high impact, fit-for-Life Time performance and talent development programs, ensuring alignment to our cultural tenets, organizational objectives, and the rhythms of our business.

• Delivering end-to-end execution of contributor-to-leader, and leader of leaders progression systems and programs with readiness milestones based on our Leadership Pillars in partnership with key stakeholders (i.e. Life Time Education, Scouting, People Analytics, HR Tech, Field, In-Center Business Leaders)
• Partner with stakeholders to define leveling systems, performance reflection practices, and role evolution frameworks
• Facilitate live virtual and in-person Leadership development sessions including workshops, retroactive sessions, etc.

Program Adoption & Enablement

• Codify and activate Life Time’s Team Member Pillars into benchmarks for succession.
• Driving awareness & adoption of our Pillar development programs by developing and deploying clear and concise communication and enablement plans for employees and their leaders.
• Regularly communicating development progress of the talent pipeline and potential risks to key stakeholders.
• Partner with stakeholders to ensure integration of systems ad processes across the Team Member Journey.

Program Optimization

• Partner with Human Capital Analytics to identify program impact, insights, and emerging trends that will inform future program iteration.
• Analyze succession planning and performance data to identify opportunities to increase leadership capabilities.
• Assessing and evolving our processes and tools to enable and measure development program impact, continuously evolving and refining programs based on feedback and results.

Talent Process Support and Optimization

• Talent Assessment
• Talent Review/Performance Management
• Succession Planning
• Development Planning

Skills

• Program Management: Demonstrated success managing programs to enable the organization and business to achieve its strategic objectives through the development of nationally dispersed field talent.
• Team Leadership: Experience successfully hiring, onboarding, managing performance, and supporting development of a high-performing talent development team.
• Facilitation: Adept at facilitating live, in-person and virtual leadership development learning experiences.
• People Systems and Strategic Thinking: Proven ability to make sense out of complex situations, have intellectual curiosity, outcome driven, calculated risk taking and courageous mindset.
• Data Analytics: Metrics-driven with experience in using data and talent market insights to influence and drive programs. Demonstrated ability to interpret data to evaluate the effectiveness of talent programs and projects.
• Cross-Collaborative Influence: Not afraid to tactfully challenge the status quo. Ability to work collaboratively to drive results with purpose, speed and agility, delivering against organization and business specific needs while championing the broader Life Time brand.
• Self-Management: Ability to drive business impact with limited oversight.
• Self Development: Ability to lead by example, owning your professional development plan, activating your resources, holding yourself accountable for growth.
• Organizational Skills: Highly organized with strong attention to details.
• Adaptability: Ability to quickly adapt to changing business needs.
• Cultural Competence: Demonstrated cultural competence to create programs and processes that resonate with and benefit all employees.
• Learning Technology: Ability to leverage learning technology for enhanced learner experience and skill development.
• Microsoft Suites proficiency.

​Education:

• Bachelor's Degree in adult learning, talent management, leadership development, human resources or a related field or equivalent combination of education and experience.

Years of Experience:

• 3-5 Years experience with Talent Management Initiatives (e.g. goal setting, performance, calibration, succession planning, etc.)
• Minimum 2 Years experience with cognitive, personality or behavior assessments  
• Minimum 2 Years leading and developing direct report(s).

Licenses / Certifications / Registrations:

• n/a

Preferred Qualifications

• Experience with AbsorbLMS, Workday, ServiceNow
• Experience in instructional design
• Experience in the fitness or health and wellness industries 
• Experience in other Human Resource related roles
• Coaching or Mentoring Certification
• Project Management Certification