Leadership Development Program Manager

Bonus Type

Summary

Our human resources team is the heart of our vibrant work culture, attracting top talent, nurturing employee growth, and fostering strong relationships! We excel in talent acquisition, skill development, compensation and benefits, and ensuring workplace compliance, all to drive our organization’s success. With a dynamic approach, we create an environment where everyone can thrive and contribute to our collective goals.

Job Description

The Leadership Development Program Manager is responsible for the strategic design, delivery, and continuous improvement of leadership, manager, and high-potential development experiences across the organization. This role consults with senior leaders, HR partners, business units and cross-functional stakeholders to identify capability needs and build scalable programs that strengthen leadership pipelines and support succession readiness. This role provides expertise in leadership development, adult learning, and program evaluation while partnering closely with the Learning Solutions team to ensure best-in-class learning content and experiences. This role advances organizational performance by developing leaders who can execute strategy, lead high-performing teams, and model the behaviors that drive long-term success.

Team Culture

Our culture is built on transparency and continuous improvement, encouraging open communication and valuing every employee. We emphasize employee well-being through regular training, enhancing job satisfaction and productivity. This approach creates a highly engaged, empowered workforce that drives the company's success and long-term strategic goals.

How You'll Spend Your Time

• You will design and manage leadership, manager, and high-potential development programs to build future leadership capabilities and support succession priorities.
• You will partner with business leaders, HR, and stakeholders to assess capability needs, identify gaps, and create scalable learning solutions aligned with strategy.
• You will lead program design, learning architecture, and content strategy for leadership and high-potential offerings in collaboration with Learning Solutions teams.
• You will facilitate leadership workshops, cohort sessions, and experiential learning to drive behavior change and skill adoption.
• You will establish program metrics, evaluate effectiveness, analyze feedback and performance data, and recommend improvements for greater impact.
• You will manage stakeholder relationships and vendor partnerships to ensure high-quality, scalable program delivery across organizational levels.
• You will oversee content curation, make build-versus-buy decisions, and maintain alignment with talent and succession goals.

Education & Experience Requirements

This level of knowledge is normally acquired through completion of a Bachelor’s Degree in and ­­8+ years of progressively responsible experience in talent development, organizational development, leadership development, or related HR disciplines.

• Demonstrated expertise in leadership and high-potential development program design, applying adult learning theory and contemporary leadership development frameworks.
• Strong facilitation, communication, and coaching skills with the ability to engage leaders at all levels and support the development of emerging and high-potential talent.
• Ability to conduct needs assessments, analyze data, and use metrics to evaluate program effectiveness and inform continuous improvement.
• Strong program and project management skills with the ability to manage multiple priorities and deliver high-quality results in a dynamic environment.
• Proficiency with learning technologies (LMS, virtual facilitation platforms, e-learning tools) and Microsoft Office Suite; ability to provide strategic direction to Instructional Designers.
• Critical thinking, problem-solving, and consultative skills with the ability to translate business and talent needs into effective learning solutions.
• Ability to collaborate across HR, Talent Development, and business functions; influence stakeholders; and support succession readiness and leadership capability-building efforts.