Head of Leadership and Organizational Development

Morningstar•Chicago, IL

2d•Hybrid

About The Position

Morningstar is seeking a leader to shape its enterprise leadership development strategy and strengthen leadership capability across the firm. The role will evolve the leadership development portfolio, design practical and experiential development for leaders at critical career stages, and connect those experiences to business priorities and the global talent agenda. The position also serves as an internal consultant to senior leaders, diagnosing leadership, organizational effectiveness, and team performance challenges and developing practical interventions. It facilitates leadership and strategic working sessions, partners with Workforce Planning and People & Culture teams, and connects leadership development with priorities such as succession, internal mobility, career growth, manager effectiveness, culture, engagement, and AI-enabled changes in work. The role uses data and program metrics to improve offerings and demonstrate impact, and leads complex initiatives from concept through execution. The position is based in Chicago, partners with colleagues and stakeholders globally, and reports to the Global Head of Talent Management. Morningstar has a hybrid work model that, in most locations, involves working in the office four days each week.

Requirements

At least 10 years of progressive experience in leadership development, organization development, organizational effectiveness, talent management, human capital consulting, or a related field.
Proven ability to design and deliver leadership experiences that improve leader capability, accelerate readiness, and support business priorities in a complex global organization.
Strong internal or external consulting judgment, including experience diagnosing business and organizational needs, advising senior leaders, and turning strategy into practical talent or organizational effectiveness solutions.
Experience collaborating and influencing across businesses, regions, and functions to build buy-in, ensure alignment, and deliver impactful talent solutions.
Experience improving leadership team effectiveness, role clarity, operating rhythms, culture, engagement, change management, or workforce transformation outcomes.
Track record of building experiential, memorable, and practical development solutions that move beyond traditional training and help leaders solve real business challenges.
Executive presence and facilitation skills sufficient to lead senior-level discussions, surface tradeoffs, and create alignment across diverse perspectives.
Ability to influence without authority and build trusted partnerships with business leaders, HRBPs, Talent Management, Workforce Planning, and other People & Culture partners.
Data-informed solutioning skills, including the ability to use feedback, talent insights, engagement data, and program metrics to sharpen decisions and show impact.
Clear, concise communication skills, including the ability to simplify complexity and tailor messages for senior audiences.

Nice To Haves

Experience in knowledge-intensive industries such as financial services, fintech, investment research, asset management, data, technology, or consulting.
Familiarity with assessment tools, coaching frameworks, leadership models, talent reviews, succession planning, organization design, workforce planning, or AI-enabled learning tools.

Responsibilities

Lead and evolve Morningstar’s enterprise leadership development portfolio, keeping flagship experiences credible, distinctive, globally relevant, and connected to business priorities.
Design high-impact development experiences for emerging, high-potential, senior, and enterprise leaders.
Build experiential learning approaches, including simulations, action learning, leadership labs, cohorts, and business challenges, that help leaders apply capabilities in their work.
Act as an internal consultant to senior leaders, diagnosing leadership, organizational effectiveness, and team performance challenges and designing practical interventions.
Facilitate leadership team sessions and strategic working sessions to clarify priorities, roles, decision rights, ways of working, and accountability.
Partner with Workforce Planning and other People & Culture teams to translate workforce trends, business strategy, and evolving ways of working into leadership capability and organizational effectiveness priorities.
Connect leadership development with broader talent priorities, including succession, internal mobility, career growth, manager effectiveness, culture, engagement, and AI-enabled changes in work.
Use data, talent insights, and program metrics to improve offerings, demonstrate impact, and focus investments on measurable business and talent outcomes.
Lead complex, high-visibility initiatives from concept through execution, managing stakeholders, vendors, and participant experience.

Benefits

401(k) match of 100% up to 6% of salary
Stock ownership potential
Company-provided life insurance of 1x salary plus commission
Comprehensive medical, dental, and vision benefits, including potential premium discounts
Company-provided HSA contributions of up to $500–$2,000 annually for specific plans and coverages
Medical wellness incentives of up to $300–$600 annually
Company-provided long- and short-term disability insurance
Trust-based time off
Six-week paid sabbatical program
Six-week paid family caregiving leave
Eight to 24 weeks of paid parental leave
Adoption assistance
Leadership coaching and formal mentorship opportunities
Annual flex stipend of $1,000 for personal education and well-being expenses
Tuition reimbursement
Charitable matching gifts program
Dollars for Doers volunteer program
Paid volunteering days
15+ employee resource and affinity groups