Leadership and Succession Capability Lead

As Leadership & Succession Capability Lead, you will be responsible for building and evolving Vinted’s leadership development and succession planning capabilities as we continue to scale. You’ll define what great leadership looks like at Vinted, use data to identify our most important leadership capability gaps, and translate these insights into scalable development solutions for leaders at different levels.

You’ll also build our approach to succession planning: defining how we identify critical roles, assess successor readiness and bench strength, and turn succession risks into meaningful talent and development actions. You’ll combine strategic design with hands-on delivery, including facilitating leadership programmes, workshops, talent reviews and senior leadership conversations.

You’ll be part of the People Growth & Development team and work closely with senior leaders, People Business Partners and other People teams to ensure our leadership and succession priorities reflect the needs of the business and strengthen Vinted’s leadership pipeline for the future. This is an individual contributor role with no direct reports, reporting directly to the Director of People Growth & Development.

• Define Vinted’s leadership expectations, capabilities and behaviours across different leadership levels.
• Lead leadership capability analysis using performance, 360° feedback, engagement, talent and business data to identify development priorities.
• Build and continuously evolve Vinted’s leadership development strategy and roadmap in line with business priorities and future organisational needs.
• Design and deliver a tiered leadership development ecosystem for first-time managers, experienced leaders, senior leaders and executives.
• Create scalable leadership programmes, curricula, frameworks, toolkits and self-service development resources.
• Facilitate leadership programmes, workshops and cohorts, including interventions with senior leaders and leadership teams.
• Build Vinted’s succession planning framework and operating rhythm, including a clear methodology for identifying critical roles.
• Lead succession and talent review processes, working with leaders to identify successors, assess readiness and understand leadership bench strength.
• Identify succession risks and pipeline gaps and translate them into concrete development, mobility and talent actions.
• Build an approach to identifying and developing high-potential and critical talent, connecting this with succession and leadership development.
• Partner with senior leaders and People Business Partners to diagnose leadership and succession priorities, challenge assumptions and turn insights into action.
• Manage and evolve Vinted’s executive coaching approach and relevant external leadership development and assessment partners.
• Define and monitor measures of leadership development effectiveness and succession health.

• Have 7+ years of experience in leadership development, succession planning, talent management or organisational development.
• Have experience building or significantly evolving leadership development and/or succession planning approaches in organisations of 1,000+ employees.
• Have hands-on succession planning experience, including critical-role identification, talent reviews, successor mapping, readiness assessment and bench-strength analysis.
• Have strong capability gap analysis skills and are comfortable using performance, engagement, assessment, talent and business data to diagnose leadership needs.
• Have experience designing leadership frameworks, curricula and development programmes from scratch.
• Are an expert facilitator who can confidently work with groups ranging from first-time managers to senior leaders and executives.
• Can move comfortably between strategic architecture and hands-on delivery.
• Have strong stakeholder management skills and are comfortable influencing senior leaders and constructively challenging assumptions.
• Are comfortable working in ambiguity and building new capabilities and systems from the ground up.
• Have excellent written and spoken English.

Nice to have

• Advantage: Experience working in a high-growth, international or pre-IPO environment.
• Advantage: Experience with executive coaching, 360° feedback and leadership assessment tools.
• Advantage: Experience connecting succession planning with workforce planning, internal mobility or broader talent strategy.

• The opportunity to benefit from our share options programme
• 25 working days of holiday
• Access to all the tools & tech needed for work
• Home office support: we provide IT workstation equipment and a personal budget of up to €540 for home workplace furniture
• Private health insurance
• Digital mental and emotional health support and Employee Assistant Program (EAP)
• Frequent team-building events
• A personal monthly budget for shopping on Vinted
• The opportunity to spend up to 90 days per year - 21 of which can be spent working outside of the EU - on workation
• A dog-friendly office
• In Vilnius office: gym & in-house meals at friendly prices
• In Kaunas office: a monthly lunch allowance, and a once-a-week provided in-house lunch and breakfast