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 bringsexperience in executive talent management, leadership development, or organizational development, with a demonstrated ability tooperate 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 toidentify 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, andoutcome-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 andmaintain 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 tooperate 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 fieldrequired;Master's degree preferred 

• Certification in coaching (e.g., ICF), leadership assessment tools, or organizational development a plus