Leadership Talent Strategist

Job Summary  The Leadership Talent Strategist is a senior, enterprise-facing advisor responsible for stewarding PCG’s leadership assessment, executive coaching, and succession readiness practices. This role operates in confidential, high-impact spaces—partnering closely with senior leaders to assess talent, guide development, and strengthen leadership depth aligned to business strategy.  Serving as both strategist and practitioner, this role leads the organization’s leadership assessment approach, provides direct coaching to select leaders, advises on succession and readiness decisions, and partners with Talent Enablement to translate insights into scalable development actions across the enterprise.  Core Responsibilities  Leadership Assessment & Readiness   Own PCG’s leadership assessment strategy, including the selection, application, and governance of tools used to evaluate readiness, succession potential, and development needs.  Assess leaders against PCG’s leadership competencies to identify strengths, gaps, and future potential.  Synthesize assessment insights into clear recommendations for development, readiness planning, and succession decisions.  Ensure assessment practices remain rigorous, consistent, and aligned to business and cultural priorities.  Executive Coaching & Advisory   Provide direct coaching to select leaders and high-potential successors.  Oversee executive coaching engagements, ensuring coaching objectives align with enterprise priorities.  Serve as a trusted thought partner to senior leaders on leadership effectiveness, organizational dynamics, and talent decisions.  Operate with discretion and sound judgment in sensitive, high-stakes leadership situations.  Succession Planning & Talent Advisory  Lead and evolve PCG’s succession planning and leadership readiness approach in partnership with senior leaders and People stakeholders.  Advise on leadership continuity, backup planning, and future talent needs for critical roles.  Contribute assessment-based insights to talent review and calibration processes.  Over time, assume full stewardship of succession strategy and governance for senior leadership roles.  Basic Requirements  Bachelor’s degree in I/O Psychology, Organizational Development, Leadership Development, or a related field.  Significant experience in leadership assessment, executive coaching, organizational development, or succession planning.  Demonstrated effectiveness partnering with senior and executive leaders.  Strong advisory, facilitation, and interpersonal skills.  High level of professionalism, discretion, and ethical judgment.  Preferred Requirements   Experience applying competency-based leadership models and assessments.  Formal training or certification in assessment and/or coaching methodologies.  Familiarity with executive-level succession planning or readiness evaluation.  Experience partnering across talent functions (e.g., development, architecture, HRBPs).