Christi Larimer Eden
Succession and Performance Management Manager @Indiana University Health
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WORK HISTORY
Succession and Performance Management Manager @Indiana University Health
Indianapolis, IN, US
As the Succession and Performance Management Manager for IU Health, I lead the system-wide strategy and execution of two critical talent functions, succession planning and performance management, serving as the business owner within the Talent Management team. With one direct report and cross-functional collaboration, I drive initiatives that elevate organizational capability and ensure a strong, sustainable internal talent pipeline.My work centers on transforming the talent management function by embedding differentiated development strategies that align with IU Health’s mission and future workforce needs. I partner with senior leaders and HR stakeholders to identify and grow high-potential talent, integrate performance insights into development planning, and build scalable systems that support leadership continuity and organizational excellence.Key focus areas include:• Leading the design and implementation of succession planning frameworks across all levels of leadership.• Overseeing performance management processes that foster accountability, growth, and alignment with strategic goals.• Championing differentiated development to accelerate readiness and retention of top talent.• Driving system integration, dashboard development, and data-informed decision-making.• Collaborating across HR and business units to embed talent practices into the culture of IU Health.
EDUCATION
University of Indianapolis
Bachelor of Science (BS), Public Relations
Purdue University
Master of Arts - MA, Organizational Leadership
SKILLS
ABOUT CHRISTI LARIMER EDEN
Talent Management leader with 10+ years’ experience in succession planning, performance management, executive coaching, change management, and data-driven strategies that improve retention and strengthen leadership pipelines. Led enterprise-wide succession strategies, integrating ERP systems and Power BI to identify 369 high-potentials and cover 100+ VP+ roles. Scaled engagement and performance programs, coaching 100+ leaders and launching initiatives that improved goal setting best practices and reduced rating inflation by 10%. Facilitated team effectiveness using CliftonStrengths, EQi 2.0, and Lencioni’s model—driving leadership transitions and reducing RN turnover by 98%. Earned executive recognition for focus on continuous improvement in talent management practices, driving consistency, accountability and results.Founded nationally recognized talent development programs in higher ed, achieving 90% job placement and expanding experiential learning through strategic partnerships.
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