Director of Leadership Development and Transformation

About the Role

Leads enterprise strategy for building effective frontline leaders, managers, directors, and emerging talent. Serves as a business-facing partner to operational and corporate leaders, translating business priorities and leadership capability gaps into practical, scalable development solutions. Modernizes leadership programs, strengthens leader-led onboarding and role readiness, supports business transformation, and uses digital and AI-enabled approaches to improve access, relevance, speed, and measurable impact.

Responsibilities

• Design and lead an enterprise leadership development strategy aligned with PSA's business priorities, operational requirements, and culture expectations.
• Define leadership capabilities and development pathways for frontline leaders, managers, directors, and high-potential talent.
• Connect identified succession talent to focused development experiences that strengthen readiness for broader leadership responsibility.
• Conduct structured intake with operational and corporate leaders to identify capability gaps, performance needs, and transformation priorities.
• Partner with People Business Partners and People Services to strengthen manager effectiveness, coaching, accountability, performance leadership, and sound decision-making.
• Build solutions from business and operational needs rather than relying on generic, one-size-fits-all programming.
• Assess the current leadership portfolio and redesign or retire programs based on relevance, effectiveness, and business value.
• Create role-based, blended, and on-demand development experiences that extend beyond new leader orientation.
• Partner with curriculum design and development teams to translate capability needs into scalable, technology-enabled and LMS-supported learning resources.
• Equip hiring managers and department leaders with practical tools for 30/60/90-day plans, role-specific training, knowledge transfer, decision rights, and readiness checkpoints.
• Establish clear leader accountability for structured onboarding and training plans before new team members begin work.
• Extend onboarding beyond initial orientation through assimilation milestones, development checkpoints, and sustained role-readiness support, particularly during operational transitions and Charlotte-based growth.
• Identify and implement practical AI-enabled use cases that improve learning access, personalization, productivity, communication, coaching, and decision support.
• Promote responsible adoption of modern learning tools while maintaining appropriate human judgment and business ownership.
• Build digital capability that helps leaders and teams navigate business transformation.
• Define success measures for leadership readiness, behavior change, onboarding effectiveness, adoption, internal bench strength, retention signals, and business impact.
• Use participant feedback, leader input, and available business data to evaluate effectiveness and continuously improve the portfolio.
• Provide concise updates to senior leaders on priorities, progress, risks, outcomes, and decisions needed.
• Responsible for the Company's Security and Safety Management System (SMS) and associated Safety Risk Management and Safety Assurance outputs.
• Performs other duties as assigned.

Qualifications

• Bachelor's degree in organizational development, human resources, business, education, or a related field, or equivalent relevant experience.
• 8+ years of progressive experience in leadership development, organizational development, talent management, enterprise learning, or a related discipline.
• Demonstrated experience designing, redesigning, or scaling leadership development programs and capability frameworks.
• Experience partnering with senior leaders and translating business needs into practical development solutions.
• Strong consulting, facilitation, change leadership, communication, and influencing skills.
• Ability to manage multiple enterprise priorities and move from strategy through implementation and measurement.
• Ability to speak/read/write in English.
• If hired, must be able to demonstrate that you are authorized to work in the U.S.

Preferred Qualifications

• Experience in a complex, operationally intensive, regulated, or safety-sensitive environment.
• Experience with digital learning, learning management systems, AI-enabled capability building, or workforce transformation.
• Experience linking leadership development to succession planning, onboarding, performance leadership, or organizational change.
• Experience establishing metrics and dashboards to evaluate readiness, behavior change, adoption, and business value.

Additional Information

• Supervisory Responsibility: This is a supervisory position.
• Delegation: In absence, responsibilities delegated to Vice President of People.
• Work Environment: This job operates in a professional office environment. This role routinely uses standard office equipment such as computers, telephones, photocopiers, facsimile machines and filing cabinets.
• Physical Demands: While performing the duties of this job, the employee is regularly required to talk or hear. This is largely a sedentary role; however, the employee is frequently required to stand; walk; climb up and down stairs; lift weight up to 25 lbs; use hands to handle or feel; and reach with hands and arms.