Fast Facts

CDW is seeking a Sr Manager for Leadership Assessment and Succession Planning to refine and manage their talent review framework, ensuring leadership continuity and strengthening the leadership pipeline.

Responsibilities: Lead and enhance the enterprise succession and assessment strategy, oversee talent development lifecycles, partner with HR and business leaders for tailored development plans, and improve the succession planning process while managing data integrity and analytics.

Skills: Deep expertise in succession planning, talent assessment tools, change management, operational execution, and stakeholder influence is required. Experience with Workday systems is strongly preferred.

Qualifications: Bachelor's degree with 7+ years in talent management or HR, including 3+ years in succession planning. Proven success in sharing insights with senior leaders and driving coherent talent strategies.

Location: Vernon Hills, Illinois, United States

Compensation: $143000 - $199800 / Annually

Description

At CDW, we make it happen, together. Trust, connection, and commitment are at the heart of how we work together to deliver for our customers. It’s why we’re coworkers, not just employees. Coworkers who genuinely believe in supporting our customers and one another. We collectively forge our path forward with a level of commitment that speaks to who we are and where we’re headed. We’re proud to share our story and Make Amazing Happen at CDW.

Job Summary

The Sr. Manager, Leadership Assessment and Succession Planning is responsible for refining, implementing, and managing CDW’s enterprise-wide talent review and succession planning framework to ensure leadership continuity, accelerate high potential talent, and strengthen CDW’s long term leadership pipeline. Reporting to the Director, Talent Strategy, this role partners closely with Talent Management leaders, HRBPs, and Centers of Excellence, to drive consistent processes for identifying critical roles, identifying and assessing successor readiness, and activating targeted development plans for individuals and talent pools.

This individual contributor role serves as the organization’s subject matter expert and process owner for succession planning. Key responsibilities include establishing the enterprise succession methodology, supporting HR leadership with annual and ongoing talent reviews, maintaining robust reporting and analytics on pipeline health, and advising senior leaders on succession risks, opportunities, and talent strategies. The ideal candidate brings deep expertise in succession planning, talent assessment tools, and change management, along with strong operational execution and the ability to influence stakeholders across the enterprise. This role is designed for a practitioner who operates at the intersection of behavioral science and business strategy and has a propensity for AI and HR system optimization.

What you’ll do

• Lead and continuously elevate the enterprise succession and assessment strategy, program and processes, spanning critical role identification, talent reviews, readiness assessments, successor nominations, and pipeline development. Advance the methodology by strengthening nine box calibration, readiness criteria, and pipeline depth, while driving consistent enterprise adoption of the nine box philosophy and related talent practices.
• Oversee the end-to-end development lifecycle for successors, high potential, and key talent, ensuring a seamless progression from assessment through development planning and execution.
• Partner with HRBPs, COEs, and business leaders to define targeted development plans, curated experiences, and interventions that address readiness gaps and accelerate growth. Use data insights to track progress, pipeline velocity, and risk.
• Continuously improve the talent review and succession planning process, refining tools, frameworks, governance, and leader capability to strengthen decision quality, reduce bias, and ensure alignment with long term enterprise talent needs.
• Serve as the functional owner of Workday Succession and Talent modules, partnering with HRIS Technology to optimize configurations, workflows, and user experience. Ensure data integrity across talent profiles, succession pools, and readiness ratings. · Build executive ready dashboards and analytics to monitor bench strength, pipeline health, diversity, and year-over-year progress. Translate trends and insights into actionable recommendations for senior leaders and the CHRO. · Develop predictive and forward-looking assessment and succession metrics, connecting bench strength to business risk, retention, organizational agility, and future capability needs. Partner with People Analytics to integrate succession data with broader workforce intelligence.

What we expect of you

Minimum basic requirements

• Bachelor's degree and 7+ years of progressive talent management, OD, or HR experience, with 3+ years in succession planning or talent program ownership OR 7+ years of progressive talent management, OD, or HR experience, with 3+ years in succession planning or talent program ownership
• Exposure leadership development program design, executive assessment, or high-potential talent acceleration frameworks.
• Proven track record presenting to and influencing senior and executive stakeholders.
• Demonstrated end-to-end ownership of succession processes in a complex, matrixed, or enterprise-scale organization (5,000+ employees preferred).
• Hands-on Workday Succession and Talent module experience strongly preferred, functional configuration and data management ownership a significant plus.
• Strong communication, stakeholder engagement, and change management leadership skills

Preferred skills, experience and qualities

• Experience with AI-enabled learning platforms or skills intelligence tools
• Familiarity with global talent practices and regional nuances
• Systems Thinking, connecting succession to workforce planning, L&D, performance management, and business strategy with a clear cause-and-effect lens.
• Transforms raw talent data into strategic narrative. Builds clarity from complexity; resists oversimplification in readiness assessments.
• Meticulous about program design and execution. Builds repeatable, scalable processes that survive leadership turnover and organizational change.

Pay range: $ 143,000-$199,800 depending on experience and skill set 

Annual bonus target of 15% subject to terms and conditions of plan

Benefits overview: https://cdw.benefit-info.com/ 

CDW is committed to being an AI-fluent organization 

As a leader, you will champion and be accountable for our vision of becoming an AI-fluent organization. We expect leaders to model curiosity, encourage responsible AI adoption, and foster a culture of continuous learning. You don’t need deep technical expertise, but you should be comfortable exploring how AI can enhance strategy, decision-making, and team performance. Your role includes guiding others in building confidence and capability with AI tools and practices, while promoting openness to experimentation and shared learning. 

We make technology work so people can do great things.  

CDW is a leading multi-brand provider of information technology solutions to business, government, education and healthcare customers in the United States, the United Kingdom and Canada. A Fortune 500 company and member of the S&P 500 Index, CDW helps its customers to navigate an increasingly complex IT market and maximize return on their technology investments. Together, we unite. Together, we win. Together, we thrive.

CDW is an equal opportunity employer. All qualified applicants will receive consideration for employment without regards to race, color, religion, sex, sexual orientation, gender identity, national origin, disability status, protected veteran status or any other basis prohibited by state and local law. 

CDW is committed to fostering an equitable, transparent, and respectful hiring process for all applicants. During our application process, CDW’s goal is to get to know you as an applicant and understand your experience, strengths, skills, and qualifications. While AI can help you present yourself more clearly and effectively, the essence of your application should be authentically yours. To learn more, please review CDW's AI Applicant Notice.