Leadership and Organizational Effectiveness Partner

Accountabilities:

• Partner with HR and business leaders to develop leadership development strategies aligned with organizational priorities, business objectives, and talent development goals.

• Design, develop, and deliver leadership effectiveness programs, learning experiences, and development journeys that strengthen employee capabilities and prepare future leaders.

• Manage a portfolio of multiple concurrent learning and organizational development initiatives, overseeing planning, timelines, priorities, dependencies, risks, and implementation logistics.

• Conduct leadership capability assessments, analyze organizational needs, identify root causes of performance challenges, and translate findings into targeted development solutions.

• Lead the complete learning program lifecycle, including needs analysis, instructional design, content development, facilitation, implementation, and effectiveness evaluation.

• Present program concepts, objectives, and proposed designs to HR and business stakeholders, securing alignment on expected outcomes and success measures.

• Establish measurement frameworks to evaluate program effectiveness, track learning outcomes, and communicate return on investment (ROI) to business leaders.

• Act as a trusted advisor to management and director-level stakeholders, providing guidance on leadership effectiveness, talent development, and organizational improvement.

• Collaborate with instructional designers and subject matter experts to develop learning materials, including e-learning modules, instructor-led training, workshops, job aids, workbooks, videos, and other educational resources.

• Partner with learning and development teams to coordinate program delivery, maintain consistent learning experiences, and provide coaching and feedback to facilitators.

• Research, evaluate, and recommend external learning vendors and solutions when additional expertise or resources are required, including supporting RFPs and vendor demonstrations.

• Stay informed about emerging trends, technologies, and best practices in leadership development, organizational development, learning design, and talent management.

• Contribute to broader HR initiatives as needed, including talent management, employee engagement, diversity, equity, and inclusion programs.

Requirements:

• 8+ years of professional experience in Learning and Development (L&D), Talent Development, or Organizational Development.

• 5–7 years of experience in learning design, including 3–5 years designing and managing comprehensive learning programs.

• 3–5 years of experience facilitating leadership development programs, workshops, and learning experiences.

• Previous people management or leadership experience is strongly preferred, as is experience working within the functional area supported.

• Bachelor's degree in Industrial/Organizational Psychology, Human Resources Development, Organizational Development, or a related discipline is strongly preferred; a graduate degree is an advantage.

• Demonstrated expertise in designing and delivering leadership development strategies that align learning initiatives with business objectives and organizational priorities.

• Strong knowledge of learning design methodologies and frameworks, including ADDIE, SAM, Rapid Design, and Learning Experience Design (LXD).

• Experience managing multiple programs simultaneously, balancing competing priorities, coordinating stakeholders, and delivering projects within established timelines.

• Ability to use data, assessments, and performance insights to identify leadership development needs and measure program effectiveness.

• Excellent facilitation, presentation, communication, and stakeholder management skills, including the ability to influence senior business and HR leaders.

• Strong consulting and problem-solving abilities, with the confidence to challenge existing approaches and recommend practical development solutions.

• Proactive, self-motivated, and comfortable taking ownership of projects with minimal supervision, including navigating situations where information or requirements are not yet fully defined.

• Ability to work independently while building effective partnerships across HR, business leadership, instructional design, and external vendors.

• Comfortable working remotely with reliable access to a suitable home workspace, computer, and high-speed internet.

• Must be based in the United States and available during designated business hours, five days per week.

Benefits:

• Competitive annual base salary ranging from $98,300 to $120,000, depending on experience, qualifications, and work location.

• Eligibility for an annual performance-based bonus.

• Restricted Stock Unit (RSU) grants based on individual performance.

• Comprehensive employee benefits package.

• Medical, dental, and vision insurance.

• Life and disability insurance coverage.

• 401(k) retirement plan with employer matching.

• Fully remote working arrangement within the United States.

• Opportunities for professional growth and career development.

• Inclusive and collaborative workplace culture.

• Opportunities to contribute to strategic organizational initiatives and leadership development programs.