VP, Leadership Development

Job Description:

Role Summary/Purpose:

The Vice President, Leadership Development is responsible for the end-to-end leadership development strategy, spanning emerging leader through executive leadership, and for setting the learning strategy for the Corporate Learning Center in Stamford, CT as well as enterprise leadership academies.

Reporting to the Chief Talent Officer, this role ensures the organization builds a future-ready leadership pipeline, grounded in strong leadership fundamentals, enterprise capabilities, and emerging skills—including AI fluency and digital leadership. The role partners closely with senior leaders, HR Business Partners, and Talent COEs to integrate leadership development with talent, succession, performance, and workforce strategy.

Key Responsibilities:

• Define and execute the enterprise leadership philosophy and framework, inclusive of emerging leader foundations, manager and mid-level leader effectiveness, senior and executive leadership capability.

• Ensure leadership development scales consistently across the enterprise while remaining relevant to business, functional, and geographic needs.

• Embed leadership expectations aligned to values, culture, and regulatory responsibilities

• Lead enterprise-wide leadership experiences (e.g., enterprise development experiences, top-team effectiveness, enterprise simulations)

• Set the learning strategy for the Corporate Learning Center and partner with the Talent COE and Functional Training teams on all leadership academies (e.g., enterprise, functional, commercial, technology, and operations leaders)

• Ensure a cohesive, high-impact portfolio across; enterprise leadership programs, functional and business-unit leadership academies, manager, and early-leader capability building

• Drive modern learning approaches (blended, experiential, cohort-based, digital, AI-enabled) and embed AI fluency, digital leadership, and skills-based development into leadership curricula

• Function as a strategic advisor to executive leaders, partnering closely with HR Business Partners & HR COEs

• Select and manage external partners

• Perform other duties and/or special projects as assigned.

Qualifications/Requirements:

• 12+ years of progressive experience in Human Resources, leadership development, talent, and/or enterprise-wide learning

• Demonstrated experience leading enterprise-wide leadership development across multiple career stages

• Experience partnering with senior leaders, executives and C-Suite on leadership and succession topics

• Deep expertise in leadership development, adult learning, and capability building

• Ability and flexibility to travel for business as required

Desired Characteristics:

• Background in fintech, financial services, payments, or highly regulated industries strongly preferred

• Exceptional presentation and facilitation skills with the ability to influence senior stakeholders and inspire confidence across all levels of the organization.

• Enterprise and systems mindset with strong business acumen

• Credibility with senior leaders; ability to influence without authority

• Strong understanding of AI, digital transformation, and skills-based talent models

• Data- and outcomes-oriented; able to connect development investments to business impact

• Comfortable operating in ambiguity and transformation

• Advanced degree (MBA, MS, or equivalent experience) preferred

• Executive coaching or assessment expertise a plus

Grade/Level: 14

The salary range for this position is 150,000.00 - 250,000.00 USD Annual and is eligible for an annual bonus based on individual and company performance.

Actual compensation offered within the posted salary range will be based upon work experience, skill level or knowledge.

Salaries are adjusted according to market in CA, NY Metro and Seattle.

Eligibility Requirements:

• You must be 18 years or older

• You must have a high school diploma or equivalent

• You must be willing to take a drug test, submit to a background investigation and submit fingerprints as part of the onboarding process

• You must be able to satisfy the requirements of Section 19 of the Federal Deposit Insurance Act.

• New hires (Level 4-7) must have 9 months of continuous service with the company before they are eligible to post on