Succession Planning Leader

As part of a wider transformation of Equinix’s OneHR team, and the Org and Talent team – a new key leadership role has been identified for a Succession Planning Leader. The key objective of this leader is to ensure a seamless transition of leadership, maintain organizational stability, and to foster a pipeline of talented individuals who can contribute to the long-term success of the company.   

The leader in this role is responsible for managing and planning the succession of executive leadership positions. Succession planning involves identifying and developing potential candidates to fill key leadership roles within the company in the event of retirements, resignations, or unforeseen circumstances.  

Responsibilities

Program Development 

• Development Programs: Implementing programs to develop the skills and competencies of high-potential individuals, preparing them for leadership positions

• Succession Planning: Creating and maintaining a structured plan for executive succession, outlining potential candidates for each key leadership position

Talent Identification & Assessment 

• Talent Identification: Identifying potential leaders within the organization who have the skills and capabilities to take on executive roles. Partner with executive leadership in talent assessment and identification to ensure future needed skills and competencies are developed

• Leadership Assessment: Assessing the strengths and weaknesses of current and potential leaders to ensure a smooth transition

• Emergency Planning: Developing contingency plans for unexpected departures of key executives to ensure minimal disruption to the organization

Insights & Trends 

• Communication: Effectively communicating succession plans to key stakeholders, including the board of directors, employees, and shareholders

• Monitoring Industry Trends: Staying informed about industry trends, changes, and best practices in executive Succession Planning

Develop and execute global Succession Planning program: 

Build and scale process-based capabilities 

• Transformational leadership: constantly assess and adjust relative performance of function vs external emerging best practices ensuring adoption and best in class outcomes in talent management

• Drive global consistency: Develop consistent Succession processes and systems globally

• Enhance performance orientation by setting and measuring performance targets that are aligned with business outcomes

• Drive automation of analytics and processes: Identify and improve processes that can be automated, utilize AI or streamlined to enable scale, competitive advantage, and increase customer experience

• Define and codify critical processes: Identify and define critical processes in talent and succession to drive best practices and consistency

Foster an innovative and collaborative culture 

• Create close relationships with key stakeholders (HR BPs, HR leaders, regional presidents, country managers, business unit leaders, executive team)

• Motivate employees and leaders around shared vision and change story in line with talent transformation and focus on growth and development of talent

• Shape a collaborative, transparent, and entrepreneurial culture, in tandem with the corporate leadership team

Qualifications

• Bachelor's degree or above – or equivalent experience. Strong experience leading in HR Executive, Talent Management, Talent Acquisition, Strategy or consulting engagements

• 3+ years of progressive experience in leading Talent Management solutions, ideally in a global environment

• Successful track record in designing and implementing practical solutions & programs to address organizational and human capital development needs

• Experience with complex, multi-dimensional projects, and proven success at building credibility quickly at all levels of the organization, including senior executives

• Experience leading and operating governance mechanisms in an organization using agile methodologies with a product mindset is strongly preferred

• Experience in mid-size, matrixed and multinational organizations

Skills and Attributes

• Thought leadership, collaboration, and influencing skills to establish/maintain excellent working relationships with multiple cross functional partners  

• Hands-on leader who is authentic and able to inspire others to be their best through leadership and coaching 

• Proactive and creative thinker who can provide strategic thought leadership and prioritization, think analytically, and solve complex issues and challenges in a way that balances the needs of the business and employees while maintaining compliance 

• Ability to analyze data, understand trends and develop recommendations for action based on the analysis 

• Exceptional ability to influence disparate teams and cultivate deep relationships to drive customer value

• Adept at balancing intense short-term pressures with overall long-term goals

• Adept at inspiring behavior change and transformation through motivating teams, planning initiatives, designating priorities, and being decisive when faced with ambiguity

• Focus on execution and results – establishing high standards for performance, setting goals and developing plans, following through and holding people accountable

• Proven ability to work in highly matrixed, global business – and to drive cross functional change effectively

Equinix is committed to ensuring that our employment process is open to all individuals, including those with a disability. If you are a qualified candidate and need assistance or an accommodation, please let us know by completing this form.

Equinix is an Equal Employment Opportunity and, in the U.S., an Affirmative Action employer. All qualified applicants will receive consideration for employment without regard to unlawful consideration of race, color, religion, creed, national or ethnic origin, ancestry, place of birth, citizenship, sex, pregnancy / childbirth or related medical conditions, sexual orientation, gender identity or expression, marital or domestic partnership status, age, veteran or military status, physical or mental disability, medical condition, genetic information, political / organizational affiliation, status as a victim or family member of a victim of crime or abuse, or any other status protected by applicable law.