Sr Manager, Talent Strategy and Succession

We need to output HTML fragment with sections for headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Only include sections that have real specific content. The posting includes description of role (About the role), responsibilities (What You'll Do), expectations (What We Expect Of You) which could be Requirements/Qualifications/Skills. Also includes Pay range and Benefits overview link. No schedule info. So we should include sections: About the role (maybe as

About the role

with paragraph summarizing role description). Responsibilities (

Responsibilities

with

• items from "What You'll Do" bullet points). Requirements/Qualifications/Skills: we have "What We Expect Of You" (education/experience) and "Preferred Skills, Experience And Qualities Needed". Could combine into Requirements and Skills sections. But we need to avoid thin sections. Could make one section "Requirements" with required qualifications, and another "Preferred Skills" maybe as Skills. However guidelines: Use headings for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). We can include multiple of those if content exists. We have content for Requirements (education/experience), Qualifications (maybe same), Skills (preferred skills). Could combine but better to separate: Requirements (mandatory), Preferred Skills (optional). Qualifications maybe not needed if same as Requirements. But we can include Qualifications as same as Requirements? Might be redundant. Better to include Requirements and Skills. Also Benefits and Pay. We must not repeat job title as heading. No Job ID. Remove boilerplate like EEO, etc. Also remove "About Us" maybe? That's not a required heading but could be considered About the role? Actually About Us is company description, not role. Could be omitted as not requested. The instruction: include a section ONLY when the posting has real, specific content for it. So we can include About the role (role description). Responsibilities. Requirements (education/experience). Skills (preferred skills). Benefits (overview link). Pay (range). No Schedule. We must preserve all substantive information; do not invent or summarize away detail. So we need to keep details: For About the role: the first paragraph describing role. Could be a

  with that text. Responsibilities: list items from "What You'll Do" bullet points. Need to capture each bullet as

• . The bullet points are sentences after each heading. Let's extract: Under Talent Strategy & Workforce Planning: - Translate business strategy, workforce trends, and organizational priorities into talent implications and workforce planning strategies. - Assess future talent and capability needs and identify gaps that could impact business performance. - Partner with leaders and HR Business Partners to develop plans to address talent, leadership, and capability gaps. - Bring a proactive talent planning perspective to business and functional planning discussions. - Incorporate emerging workforce trends, skills needs, AI fluency, and AI-related capability requirements into talent planning efforts. Succession & Leadership Assessment: - Serve as the Global Process Owner for CDW's succession planning and leadership assessment practices, including governance, methodology, tools, standards, talent review processes, and continuous improvement. - Lead enterprise succession planning efforts to strengthen leadership pipeline health, critical role readiness, and bench strength. - Partner with HRBPs and leaders to identify, assess, and develop future leadership talent. - Facilitate or support senior leader talent reviews and succession discussions that result in clear decisions, ownership, and follow-through. - Monitor succession readiness, leadership pipeline strength, retention risk, and critical role coverage. - Ensure talent assessments and succession decisions are grounded in business priorities, leadership expectations, and future capability requirements. Talent Insights & Governance: - Use talent, performance, workforce, and skills data to identify risks, opportunities, and trends. - Provide clear talent insights and recommendations that support better business decisions. - Develop reporting and governance routines that enable stronger talent discussions and follow-through. - Continuously improve talent planning, succession, and assessment practices to increase business value and usability. Enterprise Partnership: - Partner across Coworker Success (HR) and with business leaders to ensure talent planning is integrated, practical, and business-relevant. - Ensure talent planning practices connect with performance management, skills strategy, learning, talent acquisition, and workforce planning. - Serve as a trusted advisor to HR and business leaders on talent strategy, succession, leadership effectiveness, and workforce readiness. - Influence stakeholders across a complex, matrixed organization to drive alignment, accountability, and action. We'll put all as list items. Requirements: The "What We Expect Of You" paragraph includes: Bachelor's degree in Human Resources, Business, Organizational Development, Psychology, or a related field and 7+ years of progressive experience in talent management, succession planning, workforce planning, organizational effectiveness, HR business partnership, or related disciplines OR 11+ years of progressive experience in talent management, succession planning, workforce planning, organizational effectiveness, HR business partnership, or related disciplines Experience leading enterprise talent programs or processes within a large, matrixed, multinational organization. Strong business acumen and ability to translate business strategy into talent implications and recommendations. Strong facilitation, communication, and stakeholder management skills. Experience using talent data and workforce insights to support decision-making. Demonstrated personal use of AI tools to improve productivity, analysis, communication, decision-making, or workflow effectiveness. Strong curiosity and commitment to continuous learning in AI, workforce transformation, and the future of work. We'll put each as
• under Requirements. Skills (Preferred Skills, Experience And Qualities Needed): - Experience leading succession planning, talent reviews, leadership assessment, or workforce planning in a large multinational organization. - Prior HR Business Partner experience. - Experience with Workday talent and succession tools. - Familiarity with skills-based talent practices, workforce analytics, AI-enabled workforce planning, or emerging talent intelligence tools. - Experience applying AI or talent intelligence tools to improve talent planning, workforce insights, succession planning, or decision support. - Experience helping leaders or teams adopt new tools, behaviors, or ways of working through practical reinforcement and change management. We'll put as
• under Skills. Benefits: "Benefits overview: https://cdw.benefit-info.com/" plus maybe mention "Salary ranges may be subject to geographic differentials". Also "Annual bonus target of 15% subject to terms and conditions of plan". Also "Pay range: $ 143,000 - $199,800 depending on experience and skill set". Also "We’re looking for people who bring curiosity..." etc but that's more about AI culture; could be part of About the role? Might be considered part of Benefits? Not exactly. The instruction: include Benefits section only if posting actually states them. It does state benefits overview link. So we can include Benefits with that link and maybe mention annual bonus target? That's compensation not benefits. But we could include in Benefits: overview link and note about annual bonus target? Might be better to put bonus under Pay? Actually Pay section includes salary range and bonus target. We'll include Pay with salary range and annual bonus target. Benefits with overview link. We must not include filler like "commensurate with experience". Not present. We must not include boilerplate like EEO, equal opportunity, etc. Remove those lines at end. We must not include navigation, cookie, legal, scam-warning, etc. Remove "About Us" maybe? It's not requested heading but could be considered About the role? Actually About Us is company description; not required. We'll omit. We must output only HTML fragment, no or , no markdown fences. Thus final HTML:

  About the role

  The Senior Manager, Talent Strategy & Succession is responsible for shaping CDW's enterprise approach to talent planning, leadership succession, and future workforce readiness. Reporting to the Director, Talent Strategy & Workforce Transformation, this role helps ensure CDW has the leadership bench strength, critical talent, and future capabilities required to execute its business strategy and drive long-term growth. This leader translates business priorities into talent strategies, identifies talent and capability risks, and partners across the Coworker Success organization and with business leaders to build plans that strengthen organizational readiness. The role helps drive more proactive, integrated, and data-informed talent decisions across the enterprise. The successful candidate will bring an enterprise talent mindset, strong business acumen, and the ability to connect leadership assessment, succession, and future capability needs into a cohesive talent strategy.

  Responsibilities

  • Translate business strategy, workforce trends, and organizational priorities into talent implications and workforce planning strategies.
  • Assess future talent and capability needs and identify gaps that could impact business performance.
  • Partner with leaders and HR Business Partners to develop plans to address talent, leadership, and capability gaps.
  • Bring a proactive talent planning perspective to business and functional planning discussions.
  • Incorporate emerging workforce trends, skills needs, AI fluency, and AI-related capability requirements into talent planning efforts.
  • Serve as the Global Process Owner for CDW's succession planning and leadership assessment practices, including governance, methodology, tools, standards, talent review processes, and continuous improvement.
  • Lead enterprise succession planning efforts to strengthen leadership pipeline health, critical role readiness, and bench strength.
  • Partner with HRBPs and leaders to identify, assess, and develop future leadership talent.
  • Facilitate or support senior leader talent reviews and succession discussions that result in clear decisions, ownership, and follow-through.
  • Monitor succession readiness, leadership pipeline strength, retention risk, and critical role coverage.
  • Ensure talent assessments and succession decisions are grounded in business priorities, leadership expectations, and future capability requirements.
  • Use talent, performance, workforce, and skills data to identify risks, opportunities, and trends.
  • Provide clear talent insights and recommendations that support better business decisions.
  • Develop reporting and governance routines that enable stronger talent discussions and follow-through.
  • Continuously improve talent planning, succession, and assessment practices to increase business value and usability.
  • Partner across Coworker Success (HR) and with business leaders to ensure talent planning is integrated, practical, and business-relevant.
  • Ensure talent planning practices connect with performance management, skills strategy, learning, talent acquisition, and workforce planning.
  • Serve as a trusted advisor to HR and business leaders on talent strategy, succession, leadership effectiveness, and workforce readiness.
  • Influence stakeholders across a complex, matrixed organization to drive alignment, accountability, and action.

  Requirements

  • Bachelor's degree in Human Resources, Business, Organizational Development, Psychology, or a related field and 7+ years of progressive experience in talent management, succession planning, workforce planning, organizational effectiveness, HR business partnership, or related disciplines OR 11+ years of progressive experience in talent management, succession planning, workforce planning, organizational effectiveness, HR business partnership, or related disciplines.
  • Experience leading enterprise talent programs or processes within a large, matrixed, multinational organization.
  • Strong business acumen and ability to translate business strategy into talent implications and recommendations.
  • Strong facilitation, communication, and stakeholder management skills.
  • Experience using talent data and workforce insights to support decision-making.
  • Demonstrated personal use of AI tools to improve productivity, analysis, communication, decision-making, or workflow effectiveness.
  • Strong curiosity and commitment to continuous learning in AI, workforce transformation, and the future of work.

  Skills

  • Experience leading succession planning, talent reviews, leadership assessment, or workforce planning in a large multinational organization.
  • Prior HR Business Partner experience.
  • Experience with Workday talent and succession tools.
  • Familiarity with skills-based talent practices, workforce analytics, AI-enabled workforce planning, or emerging talent intelligence tools.
  • Experience applying AI or talent intelligence tools to improve talent planning, workforce insights, succession planning