Leadership Development Programs Lead

About the role

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