AVP, Talent Development & Mobility Programs

Alternate Locations: Radnor, PA (Pennsylvania); Charlotte, NC (North Carolina); Greensboro, NC (North Carolina)

 

 Work Arrangement:

Hybrid : Employee will work 3 days a week in a Lincoln office

 

Relocation assistance:  is not available for this opportunity.

 

Requisition #: 75629

 

The Role at a Glance

The AVP, Talent Development & Mobility Programs is responsible for setting and leading Lincoln’s enterprise strategy for talent development across the early‑ and mid‑career lifecycle, with specific oversight of internal mobility and the intern and early‑career program portfolio. This role provides strategic direction, designs enterprise frameworks and operating models, and ensures programs are aligned to business priorities, workforce needs, and Lincoln’s talent philosophy. 

 

You will shape the strategy for early‑ and mid‑career development, guide the evolution of Lincoln’s internal career mobility ecosystem, and provide enterprise leadership for the intern program and early‑career offer. While you will leverage program leaders for delivery and execution support, this is a hands‑on role that requires both strategic leadership and active execution, including designing, building, and implementing solutions. 

 

In this role, you will partner closely with Business Stakeholders, HR Business Partners, Talent & Employee Experience (T&EX) leadership, Talent Acquisition, DEI, Learning & Leadership Development, HR Operations and HR Technology to integrate development and mobility practices that improve readiness, strengthen pipelines, support progression, and enhance the employee experience. 

What you'll be doing

• Provides enterprise leadership for Lincoln’s intern program and early‑career offer, setting strategic direction, defining success metrics, and ensuring alignment with business needs and hiring pipelines. 
• Leads the integration of business‑unit–specific early‑career and development programs into a cohesive, enterprise‑wide Lincoln framework and brand, ensuring consistency of philosophy and experience. 
• Defines and leads the enterprise strategy for Lincoln’s internal mobility approach, establishing the overarching vision, roadmap, governance, and measurement framework to support organizational growth and workforce transitions. 
• Ensures talent development strategy is integrated with workforce planning, capability building, succession needs, and employee experience expectations. 
• Creates an effective governance rhythm for talent development and mobility initiatives, enabling transparent decision-making, coordination, and progress tracking. 
• Shapes policies, processes, and pathways that enable equitable development, internal movement, skill building, and career progression across workforce segments. 
• Builds and leads the measurement and KPI framework to assess program effectiveness, demonstrating ROI through outcomes such as readiness, mobility, retention, and internal fill rates. 
• Monitors and evaluates the effectiveness of talent development and mobility initiatives, translating insights into continuous improvements and future innovation. 
• Leads change management and communications to increase awareness, adoption, and engagement with talent development programs across the enterprise. 
• Partners with the Learning & Leadership Development team to ensure alignment and clarity of scope while maintaining ownership of early‑ and mid‑career development and mobility programs. 
• Builds and maintains strong stakeholder relationships across T&EX, Talent Acquisition, DEI, Business HR, and business leaders to ensure alignment and adoption of talent development strategies. 
• Maintains knowledge of market trends and emerging practices in talent development, early career strategy, and mobility; assesses implications for Lincoln and incorporates relevant innovations. 

What we’re looking for

Must-Haves 

• 10+ Years experience in Talent Development or related functions directly aligned to the specific responsibilities for this role. 
• 3+ years of leadership experience, including managing teams, leading complex programs, and influencing senior leaders. 
• Strong strategic thinking, advisory, and written and verbal communication skills. 
• Strong relationship management and change leadership capabilities. 
• Demonstrated experience working effectively in a matrixed organization with multiple stakeholders and competing priorities. 
• Ability to work both independently and collaboratively in a fast‑paced, evolving environment. 
• Excellent organizational and prioritization skills.