Manager of Leadership Development

Responsibilities

• Owns the portfolio of assessments used for self-awareness (e.g., MAPP, Workplace Big5, TalentTelligent Competencies), ensuring the right tools are selected, consistently deployed, and interpreted meaningfully across the IC, Manager, and Leader levels.
• Owns the coaching offering — both internal and external providers — including vendor/provider selection, quality and fit, and ensuring coaching is allocated and sequenced appropriately across the three levels.
• Oversees the design and availability of mentoring and peer network opportunities (e.g., networking opportunities, use of One INL Mentoring), ensuring meaningful access at each level of the journey.
• Oversees the identification of work experience needs (e.g., stretch assignments, job rotations) at each level, ensuring these experiences are intentionally built into individual development plans rather than left ad hoc.
• Oversees the quarterly Empower Leader events as well as the bi-annual Leadership Summit event.
• Owns and maintains a shared competency/journey architecture spanning IC → Manager → Leader, ensuring the three Development Workstream Leads design against a common framework.
• Identifies and closes gaps or redundancies at the hand-off points between workstreams (e.g., what a high-performing IC needs to be ready for the Manager program; what a new Manager needs before entering the Leader program).
• Establishes and runs a regular integration cadence (e.g., joint planning sessions, shared reviews) where the three Leads align on approach, terminology, and philosophy.
• Maintains shared standards for how the development methodology is applied across workstreams, so the model means the same thing at every level even as content differs.
• Manages, coaches, and develops the three Program Design Leads, including performance management and career growth.
• Balances workload, staffing, and priorities across the three Leads, surfacing capacity conflicts to the Deputy Director when trade-offs require it.
• Represents the Leadership & Career Development workstream team's staffing needs and priorities to the Deputy Director of Programs and to the Deputy Director of Operations (Facilitation, Learning Experience capacity, LMS) planning conversations.

Requirements

• Bachelor’s degree in organizational development, Human Resources, Education, or related field (or equivalent experience)
• 6 years of experience in talent/leadership development or organizational development, including experience designing or overseeing multi-level development programs
• Demonstrated experience with the 70-20-10 model or comparable holistic development frameworks
• People management experience, ideally managing other programs or instructional design professionals
• Strong facilitation and influence skills — this role leads through alignment, not just authority, since the Leads retain content ownership

Qualifications

• Preferred Qualifications include experience building or maintaining competency models or career frameworks that span multiple levels of an organization, background in both individual contributor and leadership development (breadth across levels, not just one), experience operating in a matrixed structure with a separate delivery/operations function, experience managing external vendor or provider relationships (e.g., coaching, assessment platforms), and familiarity with psychometric or self-assessment tools (e.g., DISC, Big5, MBTI, or similar) and how they're applied in development contexts.