Director of Leadership and Transformation

About the Team

A highly visible People leadership team supporting both operational and corporate functions across a complex, fast-moving organization. A growing organization navigating business transformation, operational expansion, and an increased concentration of leadership in Charlotte. A collaborative team partnering closely with senior executives, operational leaders, People Business Partners, talent management, and learning teams. A culture centered on safety, accountability, operational excellence, and developing leaders who can effectively guide teams through change. A director-level position reporting directly to the Vice President of People, with responsibility for leading and influencing enterprise-wide initiatives.

What They Offer You

• The opportunity to build and modernize an enterprise leadership development strategy, not simply maintain an existing catalog of programs
• Significant visibility with senior leadership and the ability to influence how frontline leaders, managers, directors, and high-potential talent are developed
• Ownership of initiatives spanning leadership development, succession readiness, onboarding, organizational transformation, and manager effectiveness
• The ability to introduce digital learning and responsible AI-enabled solutions that improve access, personalization, productivity, and coaching
• A platform to evaluate, redesign, scale, or retire programs based on measurable business value and organizational needs
• A Charlotte-based leadership opportunity offering stability, strong benefits, and meaningful career impact

Location: On-site 4 days a week in Charlotte, NC

Why This Role Is Important

• The organization is at an inflection point and needs a strategic builder who can assess leadership capability gaps and create a clear, scalable development roadmap
• This leader will strengthen the readiness of frontline leaders, managers, directors, and succession candidates for broader responsibilities
• This person will connect leadership development more closely to succession planning, performance management, retention, and organizational change
• They will help operational and corporate leaders translate business challenges into practical development solutions rather than generic, one-size-fits-all training
• The director will establish meaningful measures for leadership readiness, behavior change, adoption, internal bench strength, onboarding effectiveness, and business impact
• Their work will directly support the organization's ability to scale, navigate transformation, and maintain strong leadership and safety standards across the business

The Background That Fits

• Eight or more years of progressive experience in leadership development, organizational development, talent management, enterprise learning, or a related discipline
• Demonstrated success designing, rebuilding, or scaling leadership programs, capability frameworks, and development pathways across multiple leadership levels
• A consultative, business-facing approach with experience partnering with senior executives and operational leaders to diagnose needs and create practical solutions
• Experience connecting leadership development to succession planning, high-potential development, onboarding, performance leadership, or enterprise transformation
• The ability to move comfortably between strategy and execution—from assessing organizational needs to implementing programs and measuring outcomes
• Strong change leadership, facilitation, coaching, communication, and influencing skills, particularly within complex or decentralized organizations
• Experience within a large, operationally intensive organization, along with exposure to digital learning, LMS platforms, workforce analytics, or AI-enabled capability building