Program Manager Accelerated Leadership

About the role

This role directly supports targeted, high-investment development journeys for top talent, often in partnership with Talent Management COE and business Leaders. This role is a strategic architect and executor of high-impact development for Goodyear’s future leaders—customized, high-touch, and research-informed.

Responsibilities

• Define and evolve Goodyear’s global approach to accelerated development for high-potential talent, aligned with succession, leadership transitions, and business-critical roles.
• Use design thinking and analytical insights to develop modular journeys tailored by leadership level and readiness stage.
• Embed Goodyear’s core leadership capabilities, values, and business context into each program while also tailoring to regional or functional nuances.
• Proactively bring external and internal perspectives into program design—studying top leadership programs across Fortune 500 manufacturers, research from McKinsey, Deloitte, MIT, Harvard, and benchmarking with industry leaders.
• Combine this with insights from Goodyear’s internal development successes, 9-box/succession data, engagement surveys, and talent trends to design journeys that are both bold and practical.
• Regularly scan global trends in executive education, AI in learning, and experiential learning models to inform innovation.
• Lead end-to-end lifecycle for each cohort—diagnostics, onboarding, journey design, facilitation partners, learning technology, and impact tracking.
• Design differentiated programs for levels (e.g., emerging leaders, ready-now successors, executive bench).
• Build annual calendar of cohorts, sequencing, and readiness stages based on enterprise talent planning.
• Leverage diagnostic tools (360s, Hogan, Korn Ferry, etc.) to inform both individual development plans and cohort learning needs.
• Translate assessment data into personalized feedback, development pathways, and organizational insight for HRBPs and Talent Leads.
• Partner with analytics teams to define clear measures of success—readiness acceleration, promotion rates, performance lift, and engagement.
• Partner with Talent Management, HRBPs, and business leaders to co-own development of high-potential leaders and future successors.
• Cultivate strong executive sponsorship and visibility to increase program prestige, support, and application.
• Act as internal consultant and coach to HiPo participants, helping them apply learning to enterprise priorities.
• Integrate cutting-edge learning modalities—simulations, peer learning, AI-driven nudges, cross-functional challenges—into development journeys.
• Build repeatable playbooks that preserve quality while enabling scale across regions.

Requirements

• Bachelor’s degree in business, HR, OD, or a related field.
• Minimum 6+ years of experience in project managing learning experiences for international cohorts (customized and/or open enrollment) within professional education providers or internally within large multinational organizations.
• Proven ability to design and develop scalable interventions that address organizational and individual capability development needs.
• Demonstrated experience partnering with senior stakeholders and sponsors to shape, deliver, and sustain organizational development initiatives.
• Strong capability in end-to-end program management, including planning, timelines, logistics, and multi-cohort delivery across regions.
• Proven experience managing external partners (e.g., content providers, facilitators, executive coaches, vendors).
• Uses human capital data (internal and external) to inform program objectives, design criteria and success metrics.

Qualifications

• Uses human capital data (internal and external) to inform program objectives, design criteria and success metrics.

Skills

• Proven ability to design and develop scalable interventions that address organizational and individual capability development needs.
• Demonstrated experience partnering with senior stakeholders and sponsors to shape, deliver, and sustain organizational development initiatives.
• Strong capability in end-to-end program management, including planning, timelines, logistics, and multi-cohort delivery across regions.
• Proven experience managing external partners (e.g., content providers, facilitators, executive coaches, vendors).
• Uses human capital data (internal and external) to inform program objectives, design criteria and success metrics.

Benefits

• Not specified

Pay

• Not specified

Schedule

• Not specified