Director, Talent and Leadership Development

TBC Corporation•Palm Beach Gardens, FL

5d•Hybrid

About The Position

The Director, Talent and Leadership Development will oversee the Enterprise Talent Assessment and Succession Planning process as well as recommend, design, develop, and deliver programs that drive engagement, support the development of leadership skills at all levels of the organization and strengthen our talent pipeline. This strategic, hands-on, and highly visible role partners closely with business leaders, HR, and Talent partners to analyze business and leadership development needs and develop programmatic solutions to build and mobilize effective and inclusive leadership capabilities and behaviors that drive greater levels of engagement and performance in our Associates. The ideal candidate is an experienced talent development professional who is a strategic and analytical thinker, business-minded and collaborative partner, innovative builder, and creative problem solver. This individual will possess a strategic mindset, strong consultative skills and have a track-record of designing impactful leadership development solutions. The Talent Development team is a small, but mighty group focused on being exceptional business partners who deeply know the business and develop practical, but impactful talent solutions, interventions and programs.

Requirements

Bachelor’s degree in business management, Human Resources, Organizational Development, Learning Design & Technology, Instructional Design or related field required.
Minimum of 8 years of relevant work experience (HR, talent management, L&D, leadership development, project and program management) with a minimum of 3 years’ experience designing and managing leadership development programs within a complex organization.
Experience and demonstrated success in program, process and project management, including ability to develop complex, multi-faceted programs from end-to-end with complex tasks, timelines, and resource management.
Established track record for taking a consultative approach to designing and delivering innovative learning programs with measurable business results that meet stakeholder needs.
Strong executive presence and excellent written and oral communication, consultation and facilitation skills.
Demonstrated critical thinking skills and ability to balance tactical and strategic-thinking and execution.
Deep subject matter expertise and experience with innovative and best practice learning and leadership development models, programs, vendors and technology.
Ability to partner and build credibility and relationships at all levels of the organization.
Demonstrated experience in identifying, tracking and reporting on learning impact metrics.
Strong working proficiency with Microsoft Office Suite, as well as the ability to create compelling visual marketing and branded materials through a variety of design tools, applications and platforms.
Experience working with and leveraging Learning Management Systems (LMS) and learning technology platforms to support and drive learning delivery and learner engagement.

Responsibilities

Support the execution of a multi-year talent development strategy aligned to business objectives and growth priorities
Shift the organization from a training-focused model to a capability-driven development approach
Establish frameworks that link skill development to business outcomes and performance metrics
Identify future workforce capability needs and translate them into actionable development plans
Deliver leadership development programs for frontline, mid-level, and senior leaders
Build and maintain enterprise succession planning processes, including readiness assessments and risk mitigation strategies
Partner with the executive team to identify and accelerate high-potential talent
Ensure leadership pipelines are robust, diverse, and future-ready
Integrate talent development with performance management and career pathing frameworks
Develop clear, role-based career pathways and skill progression models
Enable managers to own development through coaching tools, frameworks, and resources
Promote a culture of continuous learning and internal mobility
Define and track KPIs to measure the impact of development initiatives (e.g., leadership bench strength, internal mobility, capability attainment, retention of high performers)
Use data and external benchmarks to continuously refine development strategies
Deliver executive-level reporting on talent health, pipeline strength, and ROI
Serve as a trusted advisor to senior leaders on talent development and organizational capability
Lead enterprise-wide change management efforts related to talent initiatives
Drive strong alignment across HR COEs (Talent Acquisition, Total Rewards, HR Operations)
Communicate talent strategies in a clear, compelling, and business-relevant way
Other duties as assigned