Leadership Development Programs Lead

We are seeking an experienced Leadership Development Programs Lead to own HR programs and processes for the executive population — the Executive Leadership Team (ELT) and their direct reports. Given the confidentiality, governance, and cross-functional coordination these programs require, this role sits at the intersection of talent management, executive development, and board-level reporting, partnering closely with the CEO's office, Chief of Staff, and senior HR leadership.

The ideal candidate brings experience in executive talent management, leadership development, or organizational development, with a demonstrated ability to operate with discretion at the most senior levels of an organization and to translate complex talent decisions into clear, board-ready narratives.

Responsibilities

Succession Planning & Bench Strength

• Lead succession planning and bench-strength assessment for the ELT and other critical leadership roles across the organization.
• Partner with senior executives and HR leadership to identify successor pools, close readiness gaps, and mitigate key-person risk.
• Maintain and continuously refine succession planning frameworks, talent reviews, and calibration processes for the executive population.
  
  

Executive Development

• Design and oversee executive coaching, assessment, and leadership growth pathways for the ELT and their direct reports.
• Manage relationships with external executive coaches and assessment providers, ensuring development plans are tailored, confidential, and outcome-driven.
• Build individualized development plans grounded in 360 feedback, psychometric assessment, and business context.
  
  

Executive Onboarding, Offboarding & Transitions

• Own the end-to-end experience for executive-level talent moves, including onboarding new executives, offboarding departing leaders, and supporting internal executive transitions.
• Coordinate cross-functionally (HR, Legal, Communications, IT, CEO's office) to ensure seamless, well-governed executive transitions.
• Develop transition and integration plans that set incoming executives up for early success.
  
  

Board-Level Talent & Organization Reporting

• Prepare board-level talent and organization reporting in close coordination with the CEO's office and Chief of Staff.
• Translate succession plans, executive development progress, and organizational health data into clear, accurate materials for board and committee review.
• Maintain the highest standards of confidentiality and data integrity given the sensitivity of executive and board-level talent information.
  
  

Governance & Cross-Functional Coordination

• Serve as a trusted, discreet advisor to the ELT, CEO's office, and Chief of Staff on executive talent matters.
• Establish and maintain governance processes (timelines, documentation, approval workflows) for executive talent programs.
• Partner with Legal, Compliance, and Communications as needed on sensitive executive personnel matters.
  
  

Requirements

• 7 years of progressive experience in executive talent management, leadership development, or organizational development, with direct exposure to C-suite/ELT-level programs
• Demonstrated experience managing succession planning and executive development for senior leadership populations
• Experience supporting executive onboarding/offboarding and leadership transitions in a well-governed, cross-functional manner
• Experience preparing materials for or presenting to a board of directors or board committee, or working in close partnership with a CEO's office/Chief of Staff function
• Proven ability to operate with a high degree of confidentiality, discretion, and sound judgment on sensitive personnel matters
  
  

Skills & Competencies

• Deep knowledge of succession planning methodologies, executive assessment tools, and leadership competency frameworks for senior populations
• Skilled at executive coaching program design and management of external coaching relationships
• Experience with 360 assessments and psychometric tools (e.g., Hogan, DiSC, Korn Ferry) at the executive level
• Strong executive presence and communication skills; able to advise and influence ELT members, the CEO's office, and board stakeholders
• Excellent project and governance management skills; able to manage sensitive, time-bound processes with multiple senior stakeholders
• High emotional intelligence and discretion; trusted to handle confidential and sometimes politically sensitive information
  
  

Education & Certifications

• Bachelor's degree in Human Resources, Organizational Psychology, Business, or related field required; Master's degree preferred
• Certification in coaching (e.g., ICF), leadership assessment tools, or organizational development a plus