At Towne Park, it’s more than a job, you can make an impact.

A career with us is rewarding in more ways than one.

As a hospitality services company, our commitment is to create smiles by delivering exceptional experiences. When you work with us, you have an opportunity to impact the millions of patients, visitors and guests we proudly serve. Whether providing compassionate service that eases the anxiety of a patient and their family, creating a memorable experience for a guest in a new city, or helping a colleague, every day is a new opportunity to brighten someone else’s day and make an impact. When we see a customer, a client or one of our own team members smile, we know we made an impact. It’s why we do what we do.

Towne Park is a place where you can make a difference and create smiles every day.

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The Senior Manager of Succession Planning and Talent Development will be responsible for designing and implementing strategies to identify, develop, and retain high-potential employees. This role focuses on ensuring the organization has a robust pipeline of talent ready to step into key roles, fostering leadership development, and enhancing overall employee growth and performance.

Compensation: Towne Park is committed to offering competitive, fair, and commensurate compensation. Actual compensation will be based on a candidate’s job-related skills, experience, education or training, and location. The annual base pay range for this position is $114,000.00-$150,000.00

Additional Compensation: Employees may be eligible to receive annual incentive bonuses depending on their job classification and the policy guidelines. 
 

Benefits: Employees are eligible to enroll in medical, dental, and vision insurance, accident insurance, critical illness insurance, hospital indemnity insurance, and telemedicine benefits. Employees are provided company-paid basic life and AD&D insurance as well as short-term and long-term disability. Employees are also able to enroll in the company’s 401k retirement savings plan.

Paid Time Off: Employees accrue 0.0385 hours of PTO per hour worked up to a maximum of 80 hours per calendar year. Employees receive 6 paid holidays throughout the calendar year and employees accrue up to a maximum of 4 paid floating holidays per calendar year.

Eligibility requirements apply to some benefits and may depend on your job classification and length of employment. Benefits are subject to change and may be subject to a specific plan or program terms.

 Essential Functions 

Reasonable accommodations may be made to enable individuals with disabilities to perform all functions.

Key Responsibilities: 

Succession Planning: 

• Develop and execute a comprehensive succession planning strategy to identify and prepare future leaders. 
• Collaborate with functional leaders to assess talent needs and create development plans for critical positions. 
• Monitor and evaluate the effectiveness of succession planning initiatives and make adjustments as needed. 

Talent Development: 

• Design and implement talent development programs, including leadership development, career progression, and skill enhancement initiatives. 
• Develop and manage a competency framework to guide employee development and performance. 
• Provide coaching and mentoring to high-potential employees to support their professional growth. 

Performance Management: 

• Support the development and management of performance appraisal systems that drive high performance and align with the company’s strategic goals. 
• Provide guidance and support to managers in conducting performance reviews and setting development goals. 

Learning and Development: 

• Oversee the creation and delivery of learning programs that address the needs of the organization and its employees. 
• Implement innovative learning solutions, including e-learning, workshops, and on-the-job training. 
• Evaluate the effectiveness of learning programs and make continuous improvements. 

Employee Engagement: 

• Foster a positive and inclusive workplace culture that promotes employee engagement and satisfaction. 
• Implement initiatives to enhance employee morale, retention, and overall workplace experience. 

Qualifications (What we are looking for) 

Required: 

Education:  

• Bachelor’s degree in Human Resources, Business Administration, or related field

Work Experience:  

• Proven track record of developing and implementing successful talent and development strategies. 
• Strong knowledge of learning and development best practices and tools. 
• Excellent leadership, communication, and interpersonal skills. 
• Ability to build strong relationships and influence at all levels of the organization. 

Management Experience:

• Minimum of 7 years of progressive HR experience, with at least 3 years in a leadership role focused on succession planning and talent development. 

Preferred: 

Education:  

• Master’s degree preferred.    

Knowledge & Skills:  

• Experience in [industry-specific knowledge, if applicable]. 

• Certification in HR or Talent Development (e.g., SHRM-SCP, CPTD). 

  Leadership Qualities We Look For

• Alignment to the organization vision, team leadership and supervision, delegation of tasks and responsibilities, performance management, adaptability and resilience, conflict resolution and mediation, motivating and inspiring teams, managing diverse teams, decision-making with stakeholder input, coaching and mentoring, project and resource management, communication and feedback, crisis and change management, collaboration and cross-functional leadership, employee development and succession planning, setting and managing expectations, building and sustaining team culture

Scope          

Authority to Act:

Performs duties independently with minimal supervision, operating from specific and definite directions and instructions. Decisions are of a routine nature made within prescribed operating guidelines, policies and procedures. Mistakes/errors may result in work stoppage, loss of business, poor customer relations and/or damage to product, all of which can have negative financial implications for the organization.

Budget Responsibility:

The employee has control over resources available only.

Working Conditions & Physical Demands 

The working conditions and physical demands described here are representative of those that must be met by an associate to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.  

Physical Requirements 

While performing the duties of this job, the employee is regularly required to talk or hear. The employee frequently is required to sit or stand for extended periods of time and may be required to run; walk; handle or feel objects, tools or controls; reach with hands and arms; climb stairs; balance; stoop, kneel, crouch or crawl. Specific vision abilities required by the job include close vision, distance vision, color vision, peripheral vision, depth perception, and the ability to adjust focus. 

Lifting Requirements 

Exerting up to 50 pounds of force occasionally, and/or up to 25 pounds of force frequently, and/or greater than 10 pounds of force constantly to move objects.

Working Environment 

The majority of work will be performed in climate-controlled environment but may be exposed to inclement weather and varying degrees of temperatures on occasion. 

Travel 

Travel of up to 30% may be required.