Learning & Leadership Development Program Manager

Overview

OVERVIEW OF POSITION:

Leads the strategic design, development, and execution of leadership programs that drive organizational capability, enhance leadership effectiveness, and build a strong leadership pipeline. This role will assess leadership competency gaps, develop targeted leadership tracks, and implement scalable leadership development solutions that align with the organization’s business goals. The Leadership Development Program Manager will work out of the “Leadership Development” Center of Expertise (CoE) and will have a deep understanding capability & capacity building assessments, leadership development roadmap, leveraging cutting edge learning methodologies and analytics to measure program impact.

 

Salary Range: $128k - $136k / yr.

Responsibilities

ESSENTIAL FUNCTIONS:

 

Leadership Program Design & Strategy

• Develops and executes a comprehensive leadership development strategy that aligns with our vision and impact plan.
• Designs and architects leadership tracks for different leadership levels (e.g., emerging leaders, mid-level managers, senior executives).
• Develops learning pathways that align with career progression, succession planning, and business priorities.
• Implements action-learning projects, mentoring programs, coaching frameworks, and experiential learning opportunities.
• Establishes a leadership capability framework and define core leadership competencies for the organization.
• Leverages psychometric assessments (Hogan, CliftonStrengths, DISC, MBTI) to enhance leadership growth and self-awareness.
• Curates and integrates blended learning solutions, including executive coaching, workshops, digital learning, simulations, peer learning networks, and mentorship initiatives to cultivate leadership pipelines.
• Identifies and implements best-in-class leadership methodologies, including experiential learning, coaching, assessments, and running leadership labs.

Leadership Needs Assessment & Gap Analysis

• Conduct leadership needs assessments, talent reviews, 360 feedback and gap analyses to determine key leadership development priorities.
• Collaborates with Learning & Development (L&D) service line teams to develop and refine training materials based on learner feedback and business needs.
• Partners with HR Business Partners, service line leaders, executives, and key stakeholders to identify leadership capability gaps and create tailored learning interventions.

Program Development & Implementation

• Designs and implements scalable, high-impact leadership programs that develop future leaders and accelerate leadership readiness.
• Works with the VP of L&OD to build the six leadership tracks.
• Develops a mix of learning modalities, including workshops, coaching, mentoring, e-learning, executive education, and action learning projects.
• Creates and implements succession planning initiatives to build a strong leadership pipeline.
• Drives learning innovation by incorporating AI-powered learning tools, adaptive learning, and gamification into leadership programs.
• Develops personalized learning experiences using data-driven insights and behavioral analytics.
• Utilizes eLearning platforms (LMS/LXP), virtual reality (VR/AR), and mobile learning solutions to create scalable leadership training.
• Ensure leadership programs embed DEI principles, inclusive leadership, and cultural intelligence.
• Evaluates and leverages external leadership development partners, universities, and vendors to enhance program offerings.

Learning Delivery & Facilitation 

• Delivers engaging and interactive training sessions (instructor-led, virtual, or blended learning), workshops, and leadership labs on various leadership topics.
• Facilitates and lead psychometric assessments like DISC, CliftonStrengths, 360 Feedback and others.
• Facilitates various team-building activities and immersions during offsites and leadership council meetings and engagements.
• Adapts facilitation style to different learning audiences and adjusts content delivery based on participant needs.
• Utilizes modern learning techniques such as microlearning, storytelling, and experiential learning to enhance engagement.

Stakeholder Engagement & Influence 

• Acts as a trusted advisor to senior leaders, guiding them on leadership development strategies.
• Champions leadership development as a key driver of organizational culture and transformation.
• Partners with HR, L&OD team, service lines and DEIA teams to ensure leadership