Succession and Performance Development Manager

Who We Are

We're powering a cleaner, brighter future.

Exelon is leading the energy transformation, and we're calling all problem solvers, innovators, community builders and change makers. Work with us to deliver solutions that make our diverse cities and communities stronger, healthier and more resilient.

We're powered by purpose-driven people like you who believe in being inclusive and creative, and value safety, innovation, integrity and community service. We are a Fortune 200 company, 19,000 colleagues strong serving more than 10 million customers at six energy companies -- Atlantic City Electric (ACE), Baltimore Gas and Electric (BGE), Commonwealth Edison (Com Ed), Delmarva Power & Light (DPL), PECO Energy Company (PECO), and Potomac Electric Power Company (Pepco).

In our relentless pursuit of excellence, we elevate diverse voices, fresh perspectives and bold thinking. And since we know transforming the future of energy is hard work, we provide competitive compensation, incentives, excellent benefits and the opportunity to build a rewarding career.

Are you in?

Drives enterprise-wide succession planning strategy and philosophy, performance management and development, and talent review processes. This consultative role leads efforts to identify and develop high-potential talent and ensure readiness for future business needs and critical future roles.

* This is a multiple‑location posting. The selected candidate may be based out of our Exelon Corporate Office locations in IL, DC, MD, or PA*

• Serves as a Succession and Performance subject matter expert in the Talent Center of Excellence (COE). Analyzes and interprets enterprise-wide business talent review (BTR) data and provides counsel to operating company leaders to ensure that there is ready talent to meet strategic business objectives. Uses workforce analytics to anticipate and inform succession risk and readiness. Evaluates how AI-driven task disruption and augmentation will influence key roles and successor readiness.
  
  Integrates insights to strengthen the accuracy of readiness evaluations, future leader capabilities, and development plans based on evolving business and technology demands. Ensures all resources (calendar, tools, policy documents) are in place to support performance development, succession and talent review events and activities. (25%)
• Collaborates with Talent Management and Organizational Development (TMOD) teams across the enterprise to calibrate criteria and philosophy on assessed leadership readiness levels in talent review processes, build pipeline of future leaders and other successors to critical roles, drive culture of impact through real‑time feedback and transformational performance development approach, prioritize activities, identify measures of impact, and ensure strategic alignment across the enterprise.
  
  Partners with TMOD and COE peers to support design and implementation of executive development and executive coaching strategies that accelerate leadership readiness to navigate Exelon through the next 10 years of change. (30%)
• Oversees enterprise-wide approach and philosophy for talent assessments (cognitive, behavioral, personality), managing vendor selection where applicable and continuously gathering feedback and input from business segments to inform opportunities for improvement and innovation. (15%)
• Partners with HR Analytics and Technology and applicable vendor(s) on the oversight, management, and enhancement of ePeople Talent or other succession/talent review system(s) (10%)
• Program Evaluation & Continuously Improvement:
  Looks for opportunities to continuously improve and innovate existing processes, align future activities to direction of the business, and incorporate measures of impact and ROI into design of areas supported. Evaluates impact of talent review processes, development planning, and succession planning using pre-determined ROI metrics and measures. (10%)
• Interoperable role supports cross-functional initiatives in strategic workforce planning, leadership and executive development, or organizational learning and career development. (10%)

• Reports to the…