Want to climb the leadership ladder? You won’t necessarily need to change companies to advance your career if you choose a job with ArvinMeritor. Using another of our industry-leading business processes, our people can map potential career paths from their desktops and improve their readiness to assume new roles and responsibilities.

At ArvinMeritor, we have developed a culture in which everyone contributes to the company’s success, and can take advantage of growth opportunities to enhance their career development. One example of that employee-valued culture is the Succession Development Planning, in which we identify the organization’s future leadership needs and systematically plan the development of current employees who might be ready to fill those roles. The result is continuous career improvement for our people and superior leadership bench strength for our organization.

Using the process, employees create in-depth professional profiles, which include their current position and responsibilities, employment history, special skills, language competencies and academic credentials. The profile also identifies their short- and long-term career goals and areas of development needed to reach those goals. Then, when a position becomes available, the role is defined, and potential successors are identified from the employee profiles. Qualified candidates are carefully assessed and may be selected for the position.

Student employees are expected to use aspects of the Succession Development Planning process to help assess their career paths during their work assignment with ArvinMeritor.