Enterprise Leadership Development Lead

American Electric Power • Columbus, OH

2d • $116,255 - $151,133 • Hybrid

About The Position

Facilitates enterprise leadership development for audiences spanning individual contributors through senior directors, often partnering with executives who co-deliver content, requiring exceptional executive presence and credibility. This role is accountable for designing and delivering high-impact cohort-based learning experiences, shaping participant journeys, and building facilitation capability across the organization. In addition, the role contributes to the design, integration, and continuous improvement of enterprise talent management programs—partnering with senior leaders, Business HR, and HR technology teams to ensure solutions are aligned, scalable, and deliver measurable impact.

Requirements

• Bachelor's degree required; Master's degree preferred (HR, OD, I/O Psychology, Adult Learning, or Business).
• 10+ years of experience in leadership development, talent management, or organizational development, with significant experience facilitating leadership and/or high-potential programs.
• Proven expertise designing and delivering cohort-based learning experiences and experiential development programs.
• Experience partnering with senior leaders and influencing without formal authority.
• Recognized as a highly effective facilitator who can challenge thinking, drive reflection, and translate insight into action.

Nice To Haves

• Recognized expertise as a leadership development facilitator, with advanced training or certification (e.g., ATD, IAF) and extensive experience leading high-potential or executive-level cohort programs.
• Demonstrated ability to facilitate senior leader groups, navigate complex dynamics, and drive meaningful dialogue, reflection, and behavior change.
• Experience designing cohort-based or experiential leadership development journeys that accelerate readiness and performance.
• Strong executive presence with the ability to influence, challenge, and engage senior leaders in group settings.
• Experience supporting change initiatives and reinforcing behavior adoption through learning and facilitation.
• Strong systems thinking skills with the ability to connect leadership development experiences to broader talent and business outcomes.
• Experience partnering with HRIS/IT on talent systems (e.g., Workday Talent) to support program delivery and participant experience.

Responsibilities

• Lead facilitation for enterprise high-potential, leadership, and core development programs, serving as the primary front-of-room experience owner.
• Design and deliver multi-session cohort experiences (virtual and in-person) that build leadership capability and accelerate readiness.
• Navigate complex group dynamics, challenge participants, and create high-trust environments while maintaining rigor and accountability.
• Translate business strategy into relevant, experiential learning experiences that drive behavior change and on-the-job application.
• Observe, coach, and elevate facilitation capability across HR and business leaders through feedback, modeling, and train-the-trainer approaches.
• Contribute to the design and evolution of enterprise talent management programs aligned to business priorities and workforce needs.
• Partner across Talent Management to ensure alignment and cohesion across leadership development, succession, and performance processes.
• Contribute to the development of program frameworks, roles, and operating models that enable effective execution.
• Leverage participant feedback, business input, and program data to continuously refine learning experiences.
• Define and monitor key success indicators tied to leadership capability and readiness and high-potential programming.
• Synthesize insights into clear recommendations for program improvement.
• Act as a trusted strategic advisor to senior leaders, Business HR, and Centers of Excellence by translating enterprise talent priorities into scalable solutions.
• Influence outcomes without authority through expertise, credibility, and executive‑level communication.
• Shape enterprise narratives and recommendations related to talent strategy, program effectiveness, and risk.
• Create and continuously refine facilitator guides, participant materials, and experiential learning assets that enhance program delivery and impact.
• Ensure consistency and quality of the participant experience across cohorts through strong design standards and facilitation alignment.
• Partner with HRIS and IT to ensure talent systems effectively support program delivery and participant experience.
• Provide business input on enhancements and user experience improvements.

Benefits

• Compensation Data
• Compensation Grade: SP20-009
• Compensation Range: $116,255.00 - $151,132.50
• The Physical Demand Level for this job is: S – Sedentary Work: Exerting up to 10 pounds of force occasionally (Occasionally: activity or condition exists up to 1/3 of the time) and/or a negligible amount of force frequently. (Frequently: activity or condition exists from 1/3 to 2/3 of the time) to lift, carry, push, pull or otherwise move objects, including the human body. Sedentary work involves sitting most of the time but may involve walking or standing for brief periods of time. Jobs are sedentary if walking and standing are required only occasionally, and all other sedentary criteria are met.

What This Job Offers

• Job Type: Full-time
• Career Level: Senior