Leadership Development & Team Enablement Manager

For over 175 years, Penn Mutual has empowered individuals, families and businesses on the journey to achieve their financial goals. Through partnership with Financial Professionals across the U.S., we help instill the confidence and reliability that comes from a stronger financial future.

About the Role

This role owns portfolio-level strategy and execution for leadership development, including needs assessment, instructional design, facilitation, program management, measurement, and continuous improvement for leader-focused learning. Partnering with L&D leadership, Talent Management, HR Business Partners, and business stakeholders, this position helps build consistent, confident, and effective leadership at key career moments, supporting employee experience, team effectiveness, strategy execution, and leadership readiness.

Responsibilities

• Own portfolio-level strategy and execution for leadership development, focused on people leader capability and leader-focused development experiences.
• Define and maintain the leadership development architecture across leader levels, ensuring appropriate development experiences, pathways, tools, and resources for key leadership transitions.
• Conduct research, assess leader needs, gather stakeholder input, and recommend program structure, content approach, vendor/resource mix, facilitation strategy, and measurement methods.
• Translate enterprise leadership expectations and talent priorities into practical, engaging, and scalable programs for first-level leaders, managers, directors, and senior leaders.
• Support executive development or executive successor development as needed under the guidance of the Director, Enterprise Learning & Development.
• Own full-cycle learning strategy and execution for assigned leadership programs, including needs assessment, instructional design, facilitation, implementation, measurement, and continuous improvement.
• Design high-quality leadership learning experiences using adult learning principles and structured design approaches such as ADDIE.
• Facilitate engaging, practical, and credible leadership development experiences that help leaders connect concepts to real work and apply learning with their teams.
• Develop and maintain learning materials such as facilitator guides, participant resources, slides, activities, case studies, leadership tools, reflection exercises, and leader pathways.
• Evaluate build vs. buy options for leadership development content, vendors, tools, resources, and delivery methods.
• Partner with L&D leadership, Talent Management, and HRBPs to strengthen leadership onboarding and development pathways.
• Design resources and experiences that support leaders at key career moments, including new leader transitions, expanded scope, team leadership, and senior leader readiness.
• Build leader-focused learning paths through enterprise platforms such as LinkedIn Learning and other learning resources.
• Ensure leadership development offerings are aligned, differentiated by audience, and connected to broader enterprise expectations.
• Measure leadership program effectiveness through participation, satisfaction, application, feedback, behavior-change indicators, and business-relevant insights.
• Use participant, manager, stakeholder, and program data to identify and implement continuous improvement opportunities.
• Support stronger line of sight between leadership development and outcomes such as leader effectiveness, employee experience, trust, communication, team performance, and readiness.
• Maintain organized program files, resources, documentation, and learning assets.
• Partner with L&D leadership, Talent Management, HRBPs, business leaders, external facilitators, vendors, and other stakeholders to execute leadership development programs and initiatives.
• Consult with stakeholders to understand leadership capability needs and translate those needs into practical learning solutions.
• Collaborate across the L&D team and provide support across portfolios when needed.
• Bring ideas, recommendations, and creative solutions forward while maintaining ownership of assigned work.
• Demonstrate a continuous-improvement mindset by launching strong solutions, gathering feedback, and improving over time.
• Work with a high degree of ownership, organization, adaptability, and follow-through; maintain clear documentation and meet agreed-upon timelines.
• Demonstrate openness to new ideas, emerging tools, and new ways of working, including a willingness to experiment, learn, and apply AI-enabled tools.

Skills

• Strong instructional design skills, including experience using ADDIE or similar learning design models.
• Exceptional facilitation and presentation skills with credibility in leadership development settings.
• Ability to create engaging, practical, and impactful learning experiences for people leaders.
• Strong understanding of leadership development, team effectiveness, coaching, communication, feedback, trust-building, and change leadership.
• Strong program management, organization, file management, and follow-through.
• Creative, open-minded, and willing to explore new ways of developing leaders.
• Strong ownership mindset with the ability to move work forward without significant hand-holding.
• Ability to collaborate across functions, speak up, brainstorm, and contribute ideas.
• Comfort with ambiguity and willingness to test, learn, launch strong minimum viable solutions, and continuously improve.
• Strong empathy, critical thinking, and ability to consider multiple perspectives.
• Working knowledge of AI-enabled tools such as Microsoft Copilot, ChatGPT, Claude, or similar; must demonstrate willingness and ability to experiment, learn, and apply emerging tools.

Qualifications

• 5+ years of experience in HR, Learning & Development, Talent Development, Organizational Development, Leadership Development, Instructional Design, Facilitation, or related fields.
• Demonstrated experience designing and delivering high-quality learning experiences in a corporate or professional environment.
• Proven experience with instructional design, adult learning principles, and structured design approaches such as ADDIE or similar models.
• Strong facilitation experience with a track record of creating engaging, practical learning experiences for participants.
• Demonstrated experience supporting, designing, facilitating, or managing leadership development programs or leader-focused learning experiences.
• Prior experience leading people, formally or informally, with practical understanding of people leadership responsibilities and team dynamics.
• Experience managing learning programs or initiatives from needs assessment through design, delivery, measurement, and continuous improvement.
• Experience using an LMS, learning platform, e-learning tool, or creative platform to support learning delivery.
• Ability to work remotely and collaborate effectively in a virtual environment.
• Ability to travel as needed, generally 10–25% or less.

• Preferred:
• 8+ years of experience in HR, Learning & Development, Talent Development, Organizational Development, Leadership Development, Instructional Design, Facilitation, or related fields.
• Bachelor’s degree in Human Resources, Organizational Development, Learning & Development, Instructional Design, Education, Business, Communications, or a related field.
• Certification, training, or education in instructional design, facilitation, HR, leadership development, coaching, talent development, or organizational development.
• Experience with leadership assessments, 360 assessments, DiSC, Hogan, Birkman, or similar development tools.
• Experience reading, interpreting, or debriefing assessment results in a leadership development context.
• Experience with Microsoft 365, Microsoft Copilot, Workday Learning, LinkedIn Learning, Articulate, Synthesia, Canva, or similar tools.
• Experience designing or facilitating leadership development in a financial services, insurance, or regulated environment.

Pay

Base Salary Range: $120,000 - $145,000