What are the responsibilities and job description for the Leadership Development Manager position at Working at Signature Aviation?
The Leadership Development Manager is responsible for designing, implementing, and managing leadership development initiatives that cultivate executive talent, support career growth, and strengthen organizational impact. This role collaborates with senior leaders, HR, and external partners to align development programs with business goals, ensuring a strong leadership pipeline. This role reports to the Director of Leadership Development.
Qualifications:
Minimum Education and/or Experience:
- Bachelor's degree in HR, Business, Organizational Development, or a related field (Master's or certifications preferred).
- 3-5 years of experience in leadership development, talent management, or executive coaching.
- Proven ability to design and manage leadership, mentorship, and internship programs.
- Strong facilitation, communication, and stakeholder engagement skills.
- Experience in program evaluation, data analysis, and HR technology.
- Knowledge of DEI principles in talent development.
- Ability to manage multiple initiatives, influence senior leaders, and drive organizational impact.
Additional Knowledge and Skills:
- Experience designing, delivering, sourcing, and evaluating leadership and executive development programs, including coaching.
- Proven ability to partner with senior leaders and influence business strategies through leadership development.
- Expertise in designing, implementing, and managing internship, mentorship, and rotational programs.
- Strong communication, facilitation, and presentation skills, with the ability to engage and influence executives.
- In-depth knowledge of leadership theories, coaching techniques, and organizational behavior.
- Experience managing mentorship programs and implementing professional development strategies.
- Excellent organizational, interpersonal, and communication skills.
- Ability to work independently and collaboratively with diverse stakeholders.
- Experience recruiting, training, and supporting mentors and mentees.
- A data-driven approach to assessing program effectiveness and making improvements.
- Strong business acumen, with the ability to align leadership development initiatives with organizational objectives.
- Strategic thinker with attention to detail and execution.
- High emotional intelligence with a track record of building trust and relationships with senior leaders.
- Ability to translate complex business needs into actionable leadership initiatives.
- Self-motivated, adaptable, and capable of managing multiple initiatives simultaneously.
- Skilled in building partnerships, networking, and forming coalitions across organizations and communities.
- Strong problem-solving abilities with a results-driven and continuous improvement mindset.
- Proven ability to negotiate, build consensus, and influence stakeholders.
- Effective communicator across all levels, with the ability to manage priorities and deadlines.
- Experience working with early-career professionals or academic institutions.
- Knowledge of DEI principles in talent development and mentorship programs.
- Proficiency in HR technology, talent management software, and data analytics for leadership tracking.
- Strong project management, data analysis, and reporting skills (e.g., Microsoft Office Suite, HRIS, LMS).
- Preferred certifications in Leadership Development or Talent Management (e.g., CPLP, SHRM-CP).
- Willingness to travel as needed.
Responsibilities:
- Executive Development: Lead leadership programs and coaching aligned with succession planning, preparing high-potential leaders for senior roles.
- Talent & Leadership Programs: Design and manage mentorship, rotational, and leadership development programs that support career progression and skill-building.
- Stakeholder Collaboration: Partner with senior executives, HR, and department heads to identify leadership gaps and implement targeted development initiatives.
- Facilitation & Training: Lead leadership workshops, networking events, and learning sessions for executives and emerging leaders.
- Program Evaluation & Metrics: Use data-driven insights to assess program effectiveness, track talent progress, and recommend improvements.
- Strategic Partnerships: Build relationships with academic institutions and external organizations to enhance talent acquisition and development efforts.
Continuous Improvement
