Global Finance Talent and Succession Advisory Director

The mandate

The adviser will help finance leadership distinguish nominated succession from demonstrated readiness across global and regional roles. The standing question is which decisions and conditions a successor must handle before being considered ready, especially where country, controllership, performance and transformation demands intersect.

Two days each week will cover two monthly succession clinics, evidence review and one quarterly on-site council. The adviser will test critical-role definitions, readiness evidence, cross-border mobility, concentrated knowledge and emergency coverage. The work does not replace line-led talent decisions.

Assessment will use observed finance outputs, simulations, rotations and decision exposure rather than reputation or course completion. The adviser will highlight roles whose successor slate lacks diversity of experience, and will distinguish development risk from immediate continuity risk.

Critical-role profiles will identify the specific decisions that cannot wait during close, liquidity stress, forecast revision, control failure or leadership absence. Candidate evidence will be calibrated against those situations, including how an executive uses incomplete information, escalates uncertainty and preserves local accountability. Development plans will name the missing exposure, supervised opportunity, evidence reviewer and target reassessment date.

There is no line authority, hiring right, assessment sign-off or power to promise promotion or compensation. Management owns all people decisions. Search, assessment, training-provider and board interests must be disclosed.

At month eight, finance should have evidence-based readiness standards, tested emergency coverage and owner-led development plans. The final opinion will identify critical roles that remain consciously exposed.

The adviser will also examine whether succession depends on relocation, one language, one career path or experience available only in a few markets. Alternative development routes will combine remote decision exposure, temporary assignments and supervised ownership of real cycles. Privacy will be preserved by separating individual evidence from aggregate risk reporting.

For roles without ready successors, the council will choose among accelerated development, shared interim cover, external search or conscious risk acceptance. Each choice will show cost, timing, evidence and accountable executive. The adviser will not allow an unnamed future hire to be treated as mitigation.

The final talent-risk view will separate confidential individual evidence from board-level exposure. It will state coverage strength, development dependency and the next decision without publishing personal assessment detail unnecessarily.

What you will own

• Define critical roles through decisions, risks and operating outcomes.
• Establish evidence standards for ready-now, ready-later and emergency coverage.
• Test successors through simulation, rotation and observed live work.
• Identify concentrated knowledge and cross-border mobility barriers.
• Challenge nomination bias and unsupported readiness claims.
• Separate continuity actions from longer-term development.
• Coach leaders to own development and succession choices.
• Deliver an independent residual-exposure view.

Candidate qualifications

• Show global finance succession advice grounded in demonstrated readiness.
• Provide a nominated successor disproved by work evidence and the fair response.
• Demonstrate critical-role analysis beyond job descriptions.
• Evidence simulations or rotations that changed readiness decisions.
• Show influence without line or hiring authority.
• Disclose search, assessment, training or board conflicts.

Working terms and boundaries

• The retainer covers two days a week, two monthly clinics and quarterly on-site council.
• Extra assessment delivery or travel requires separate agreement.
• The adviser has no line authority and cannot hire, promote, reward or sign assessments.
• Management owns personal data, decisions and development action.
• Relevant search, assessment, training and board conflicts require continuing disclosure.

Application

Applications for this mandate are received in one way only: through the India Board Terminal's application process. It is automated end to end. Your Executive Passport travels to the mandate holder in its confidential form, your answers to the three questions below are read before anything else in your file, and every stage that follows is recorded on your applications page.

There is no address to write to and no intermediary to call. The mandate holder reads what the Terminal delivers and nothing else, which is what keeps the process the same for every applicant and keeps your name out of it until you release it. Applications close on 11 October 2026. Mandate reference RHF-ADV-2026-CPH-09.