Manager, Leadership Development

I.

The Manager, Leadership Development is the strategic owner and architect of the organization's high-potential leadership development portfolio, responsible for designing, implementing, and continuously improving development experiences that accelerate leadership readiness and strengthen enterprise succession pipelines. This role serves as the primary subject matter expert for high-potential talent development, translating business strategy, talent insights, and succession priorities into scalable development solutions that prepare future leaders to meet evolving business needs. Combining strategic consulting, program ownership, assessment expertise, facilitation, and stakeholder influence, the Manager develops and manages a comprehensive portfolio of high-potential leadership programs, experiences, and interventions that build the capabilities required for future enterprise leadership success. The role partners closely with HR, Talent Management, business leaders, and executive sponsors to identify development priorities, accelerate leadership growth, and support long-term organizational capability building II. Essential Duties and Responsibilities Develop, execute, and maintain a multi-year high-potential leadership development strategy and roadmap aligned to enterprise talent priorities, succession planning outcomes, and future leadership capability requirements. expectations and equips leaders at all levels to build high-performing teams capable of executing the company’s strategic priorities. Design, implement, and continuously evolve the organizations portfolio of high-potential leadership development programs, acceleration experiences, and talent interventions that strengthen leadership pipelines and organizational bench strength. Conduct ongoing analysis of leadership readiness, succession pipelines, promotion trends, and capability gaps to inform high-potential development priorities. Translate talent review insights, succession planning outcomes, and business strategy into targeted high-potential program strategy and solutions. Regularly communicate high-potential program strategy, priorities, outcomes, and program roadmaps with stakeholders to drive visibility and engagement with key offerings. Manages facets of leadership programs including design/development and success metrics of the program as well as vendor relationships and program budget. Partner with Talent Management and HR leaders to ensure high-potential programming is integrated with succession planning, talent review, and enterprise talent strategies to ensure the successful implementation and continuous improvement of the leadership programs. Serve as lead facilitator for critical components of enterprise high-potential programs, delivering engaging and impactful learning experiences that challenge participants’ thinking and accelerate leadership growth. Provides leadership coaching, mentoring and guidance to participants within cohorts to help them achieve learning goals and enhance leadership capabilities. Develop and execute communication strategies to effectively launch and promote leadership development programs, ensuring stakeholder engagement through various channels and technology. Using principles of adult learning and, learner experience design to establish frameworks, participant experiences, and development journey that accelerate readiness for broader leadership roles and critical positions. Evaluates and reports the effectiveness and impact of the leadership development program and other supporting elements to senior leadership, as well as identifies continuous improvement opportunities. III.

A.

Bachelor's Degree (accredited), in Organizational Behavior, Organizational Communication, or similar area of study, or in lieu of degree High School Diploma and 4 years of relevant experience 7 years Previous experience supporting the development of leaders through programmatic delivery and