THE OPPORTUNITYThe VP, Performance & Succession Program Manager is the enterprise owner of Banc of California's performance management and succession planning programs. This individual contributor role has end-to-end accountability for program strategy, design, governance, implementation, communications, measurement, and continuous improvement. The role owns the complete performance lifecycle, including enterprise goal setting, ongoing performance conversations, individual development plans (IDPs), mid-year check-ins, year-end reviews, calibration, manager enablement, and reporting. The role also leads critical-role identification, succession planning, successor readiness, talent reviews, leadership pipeline insights, and accountability for successor development actions. Working across HR Centers of Excellence, HR Business Partners, HRIS, and business leadership, this position coordinates deliverables while remaining accountable for overall program outcomes, adoption, and effectiveness. Performs all duties in accordance with the Company's policies and procedures, all U.S. state and federal laws and regulations, wherein the Company operates.
HOW YOU'LL MAKE A DIFFERENCE- Own Banc of California's enterprise performance management and succession planning programs end to end, from strategy and design through implementation, measurement, and continuous improvement.
- Lead the full performance management lifecycle, including goal setting, ongoing feedback and performance conversations, mid-year check-ins, year-end reviews, performance calibration, and individual development planning.
- Establish program frameworks, standards, annual calendars, governance, decision rights, communications, manager resources, training requirements, tools, and success measures.
- Drive clear, measurable, and business-aligned goal setting and strengthen the quality and consistency of performance and development conversations across the Bank.
- Own IDP standards, tools, expectations, reporting, and accountability, ensuring development plans address performance priorities, career growth, and successor readiness needs.
- Lead enterprise succession planning, including critical-role identification, successor assessment, readiness definitions, talent reviews, calibration, bench-strength analysis, and risk mitigation.
- Monitor successor readiness, critical-role coverage, leadership pipeline health, development progress, and emerging succession risks; escalate issues and recommend actions.
- Partner with HR Business Partners, Talent Development, Talent Acquisition, HRIS, HR Operations, and other Centers of Excellence to coordinate deliverables and ensure consistent execution.
- Develop executive dashboards, scorecards, and insights on goals, performance outcomes, IDPs, successor readiness, bench strength, program adoption, and organizational talent risk.
- Evaluate employee and manager experience, data, feedback, and business needs to simplify processes, improve program effectiveness, and strengthen leader accountability.
- Follow all established policies and procedures.
- Perform other duties and projects as assigned.
WHAT YOU'LL BRING- 6-8 years of progressive experience in performance management, succession planning, talent strategy, organizational effectiveness, or enterprise HR program leadership.
- Demonstrated experience owning complex, enterprise-wide HR programs from strategy and design through execution, reporting, and continuous improvement.
- Experience leading goal setting, performance reviews, calibration, IDPs, talent reviews, succession planning, and leadership readiness processes.
- Experience influencing senior leaders and coordinating outcomes across multiple stakeholder groups without direct authority.
- Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field, or equivalent relevant experience.
- High School diploma or equivalent required.
- Financial services or other regulated-industry experience preferred.
- HR or talent management certification preferred.
- Strong knowledge of performance management, goal setting, development planning, succession planning, talent assessment, and calibration practices.
- Experience with HR technology, reporting tools, and talent or performance management systems.
- Enterprise program ownership, governance, project management, and process improvement.
- Executive-level facilitation, consulting, written communication, and presentation skills.
- Analytical capability to translate workforce and talent data into clear insights, risks, and recommendations.
- Ability to build alignment, clarify accountability, and drive deliverables across HR Centers of Excellence and business stakeholders.
HOW WE'LL SUPPORT YOU- Financial Security: You will be eligible to participate in the company's 401k plan which includes a company match and immediate vesting.
- Health & Well-Being: We offer comprehensive insurance options including medical, dental, vision, AD&D, supplemental life, long-term disability, pre-tax Health Savings Account with employer contributions, and pre-tax Flexible Spending Account (FSA).
- Building & Supporting Your Family: Banc of California partners with providers that offer adoption, surrogacy, and fertility assistance as well as paid parental leave and family support solutions including care options for your family.
- Paid Time Away: Eligible team members receive paid vacation days, holidays, and volunteer time off.
- Career Growth Opportunities: To support career growth of our team members, we offer tuition reimbursement, an annual mentorship program, leadership development resources, access to LinkedIn Learning, and more.
SALARY RANGEThe base salary ultimately offered is determined through a review of education, industry experience, training, knowledge, skills, abilities of the applicant in alignment with market data and other factors.
