(Senior) Manager Group Talent and Succession

(Senior) Manager Group Talent and Succession 

Location: Frankfurt (Germany) and Warrington (UK) 

 

Bilfinger is an international industrial services provider. The aim of the Group's activities is to increase the efficiency and sustainability of customers in the process industry and to establish itself as the number one partner in the market for this purpose. Bilfinger’s comprehensive portfolio covers the entire value chain from consulting, engineering, manufacturing, assembly, maintenance and plant expansion to turnarounds and digital applications.
 
The company delivers its services in two service lines: Engineering & Maintenance and Technologies. Bilfinger is primarily active in Europe, North America and the Middle East. Process industry customers come from sectors that include energy, chemicals & petrochemicals, pharma & biopharma and oil & gas. With its ~30,000 employees, Bilfinger upholds the highest standards of safety and quality and generated revenue of €4.5 billion in financial year 2023. To achieve its goals, Bilfinger has identified two strategic thrusts: repositioning itself as a leader in increasing efficiency and sustainability, and driving operational excellence to improve the organizational performance.

 

The Group Talent and Succession Manager will be responsible for developing and implementing talent management strategies, succession planning, competency frameworks, and career pathing across the organization. This role will ensure the business has a robust pipeline of talent to meet current and future needs, fostering a culture of continuous development and growth.

 

Key Responsibilities:

1. Talent Management:
   • Develop and (with Regional Teams) execute talent management strategies to attract, retain, and develop high-potential employees.
   • Lead the design and implementation of talent assessment and development programs.
   • Collaborate with regions & business leaders to identify key talent and create individualized development plans.
2. Succession Planning:
   • Design and implement a comprehensive succession planning process to ensure leadership continuity.
   • Identify critical roles and develop succession plans for key positions.
   • Facilitate succession planning discussions with senior leadership and provide recommendations.
3. Competency Frameworks:
   • Develop and maintain competency frameworks that align with the organization's strategic goals.
   • Ensure competency frameworks are integrated into talent management processes, including recruitment, performance management, and development.
   • Provide training and support to managers on the use of competency frameworks.
4. Career Pathing:
   • Design and implement career pathing programs to support employee growth and development.
   • Collaborate with HR and business leaders to identify career progression opportunities and create clear career paths.
   • Provide guidance and support to employees on career development and progression.
5. Data Analysis and Reporting:
   • Utilize data and analytics to measure the effectiveness of talent management and succession planning initiatives.
   • Prepare and present reports to senior leadership on talent metrics and trends.
   • Continuously improve talent processes based on data insights and feedback.
6. Stakeholder Management:
   • Build strong relationships with business leaders, HR partners, and external vendors.
   • Act as a trusted advisor to senior leadership on talent and succession planning matters.
   • Ensure alignment of talent strategies with overall business o