USPS Jobs 2025 – Executive Manager Succession

Job Description:

The Inspection Service criminal background check is conducted using United States information resources only (e.g., FBI fingerprint check, state and county checks). A criminal background check involves a 5-year inquiry for any location where the individual has resided, worked or gone to school within the United States or its territories. As a result of this limitation, the criminal background checks of individuals who have not resided in the United States or its territories for the preceding 5-years may not be considered complete. The Inspection Service may be able to process inquiries for U.S. Citizens only, but only if their time spent out of the country was spent as: a trailing spouse or dependent of someone working for the U.S. government (military or civilian), a missionary, a student attending school in a foreign country, a Peace Corps participant, or as an employee of a U.S.-based employer/company. If the Inspection Service is unable to perform a complete background check because of residency outside the United States, such individuals will be ineligible for Postal employment.

Job Responsibilities:

Leads oversight for delivery and execution of talent planning and calibration activities. Facilitates periodic focus groups and stakeholder meetings to ensure offerings remain relevant and receive ongoing support from leadership across the organization.
Designs a talent system that supports a culture committed to equity, inclusion, and outstanding performance management and development. Owns the successful execution of existing talent review programs; develops a roadmap to evolve these programs as a part of the overarching talent management strategy.
Partners with business leaders to define leadership competencies that describe critical skills and knowledge for the future, which can be leveraged to discuss, assess, develop and move talent.
Develops and deploys programs and strategies for tracking and advancing high-potential talent within the organization. Implements HR systems and tools that support performance, career development and other career processes.
Partners with all stakeholders (business leaders, other parts of HR) to manage the tools, processes and communications involved in the successful design, preparation, and delivery of talent programs. Measures the success of the career model outcomes and drives continuous improvement.
Drives workforce planning methods in the midst of business transformation using data driven models to identify needs, design solutions, assess results and continuously evolve programs and practices. Uses industry benchmarks and insights as planning inputs.
Partners with leadership and key stakeholders throughout the organization to define and drive critical talent practices (e.g., succession) focusing on senior leader roles as well as critical roles throughout the organization. Envisions, develops and implements programs that enable internal talent by leading initiatives around team member mobility, re-skilling and career pathing.
Manages teams of professionals. Provides timely guidance, feedback, and mentoring to employees. Identifies, develops, and retains a diverse, high performing talent pool. Facilitates employee engagement and development, ensuring that necessary skills are developed to fulfill current or future responsibilities.

Job Requirements:

Applicants must possess one of the following: 1. Bachelors or Graduate degree in Human Resources, Organization Development, Industrial Organizational Psychology, or a closely related field from a college or university accredited by a national or regional accreditation organization recognized and sanctioned by the U.S. Department of Education. OR 2. Possess four (4) years of equivalent professional experience working at a large complex organization in human resources, talent management, or learning and development that included building talent solutions, developing talent management and succession planning programs and strategies.

10 years of experience within Human Resources, Human Capital and/or Talent Management at a large organization developing and implementing human capital strategies, programs, policies, and procedures to include succession planning and leadership development.2. 5 years of management experience developing, growing, and building a high performing team of professionals to include mentoring, coaching, providing training opportunities, setting goals and objectives, building technical skills and functional business knowledge.

. Knowledge of industry standards and best practices in leadership development and succession planning.

. Ability to identify business needs, diagnose gaps, and develop solutions to design human capital strategies to meet business goals and objectives.

. Ability to utilize data analytics to recommend solutions to improve talent, succession and/or leadership development programs.

. Ability to effectively communicate and influence all levels of the organization to drive change.

. Ability to promote an inclusive work environment and support workforce diversity.

Job Details:

Company: United States Postal Service

Vacancy Type:  Full Time

Job Location: West Palm Beach, FL, US

Application Deadline: N/A

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