Sr. Manager, Leadership Development

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GENERAL FUNCTION: 
The Sr. Manager, Leadership Development will lead and drive strategies enabling organizational performance by implementing programs and experiences focused on leadership and professional development for all employees including high potential talent. Leads efforts to identify and grow leadership skills across the bank to build talent pipeline and close business performance gaps. Provides oversight of the development and deployment of blended learning solutions supporting all employees. 

Responsible and accountable for risk by openly exchanging ideas and opinions, elevating concerns, and personally following policies and procedures as defined. Accountable for always doing the right thing for customers and colleagues and ensures that actions and behaviors drive a positive customer experience. While operating within the Bank’s risk appetite, achieves results by consistently identifying, assessing, managing, monitoring, and reporting risks of all types. 

ESSENTIAL DUTIES AND RESPONSIBILITIES: 
• Responsible for designing and leading development programs that cultivate, engage, and develop talent at all levels, driving clear alignment with identified gaps arising from Talent Management activities. 
• Directs efforts to identify and assess leader capabilities across all leader audiences.  Ensures curricula, experience, tools and resources support leadership and professional capability models across all leadership levels. 
• Develops strong partnerships with executive stakeholders, Human Capital leadership, Senior HRBPs, Talent Management & Development partners, and L&D team members to assess organizational developmental needs and translate talent and business performance gaps into learning & development solutions. 
• Leads change management and business readiness in adopting and transitioning development programs. 
• Defines overall strategy for early career audience including rotational college leadership programs; collaborates with key stakeholders to align program design and scale with organizational needs• Works collaboratively with Data Analytics, and other internal and external partners to measure the effectiveness of learning and development programs through set milestones and rigorous evaluation strategies that drive improvements and effectively communicates the results to stakeholders. 
• Ensures quality and consistency in delivery of existing curricula, tools, experience & resources and collaborates with TM&D partners, and external vendors on the design & development of new programs. 
• Manages relationships with external vendors, partners with Sourcing and Vendor Risk Management in the selection and contract negotiations for vendors. 
• Develops the business cases for investment in curricula, assessments, experiences, tools, and resources to support development programs.   
• Stays abreast of best practices in organizational and leadership development to identify opportunities to enhance programs and close targeted development gaps. 
• Develops and implements a communication strategy for Development solutions for all stakeholders. 

SUPERVISORY RESPONSIBILITIES: Responsible for providing employees timely, candid<