Senior Manager - Leadership Development

Role Overview

The Senior Manager of Leadership Development is responsible for managing the entire leadership development curriculum, from determining leaders' requirements to designing and personally delivering the programs. This position emphasizes active facilitation and coaching of business leaders rather than only commissioning others for delivery.

Key Responsibilities

• Develop and continuously improve the leadership development framework and curriculum covering roles from frontline supervisors up to senior leadership.
• Align leadership programs with business priorities and anticipated skills needs in collaboration with the Director.
• Create and facilitate leadership interventions that promote behavioral change, utilizing digital, blended, and experiential learning formats.
• Stay informed about industry trends, technology advancements, and contemporary leadership practices to ensure curriculum relevance and competitiveness.
• Conduct training needs analysis (TNA) directly with business leaders to identify current leadership gaps and future capability requirements.
• Prioritize leadership capability gaps to address based on business impact and urgency.
• Incorporate insights from TNA into the leadership framework and curriculum planning.
• Deliver leadership training sessions personally across various levels, maintaining hands-on involvement.
• Coach business leaders individually as part of fostering a coaching culture within the department.
• Design and expand the internal coaching culture by establishing coach selection criteria and coaching standards.
• Manage external facilitators, content providers, and assessment tools when specialist expertise is needed.
• Enhance leadership development capabilities among HR Business Partners and Line Managers to extend expertise beyond the central team.
• Design train-the-trainer programs enabling capable Line Managers to co-deliver leadership content.

Requirements

• Minimum 8-10 years of experience in leadership, management, or executive development roles, including designing and personally delivering enterprise-wide interventions in large, complex organizations.
• Proven experience in conducting training needs analysis or capability gap assessments is highly preferred.
• Bachelor's degree in Human Resources, Psychology, Business Administration, or a closely related discipline.
• Master's degree or advanced HR certifications such as CIPD, ATD, or SHRM are preferred.
• Exceptional facilitation and instructional design skills with confidence presenting to and influencing senior-level audiences.
• Strong stakeholder management capabilities to accurately uncover real needs during TNA discussions, beyond surface-level requests.
• Proficient project and budget management skills, capable of concurrently handling multiple programs and external vendors.
• Passion for actively engaging in delivery rather than purely designing leadership programs.
• Strong awareness of external market trends to introduce innovative leadership methodologies.