leadership activation architect

orsa credit union•Plymouth, MI

30d•$29•Hybrid

About The Position

The leadership activation architect accelerates leader capability by designing and delivering high-impact leadership activation experiences that strengthen leadership effectiveness, team performance, and organizational culture. This role focuses on leader onboarding and assimilation, leadership development experiences, coaching reinforcement, and leader enablement strategies that help leaders successfully apply learning in the flow of work.

Requirements

High school diploma or equivalent.
Minimum 2 years of experience facilitating leadership development, coaching, organizational development, or talent development initiatives.

Nice To Haves

Experience with leader assimilation, succession development, or leadership onboarding programs.
Familiarity with engagement, culture, inclusion, and organizational effectiveness practices.
Experience in financial services, banking, or credit union environments.

Responsibilities

Facilitate leadership development experiences for emerging, frontline, mid-level, and senior leaders.
Deliver engaging leadership learning experiences using adult learning principles, neuroscience, experiential learning, and social learning practices.
Support development of core leadership capabilities including coaching, communication, inclusion, accountability, change leadership, decision-making, and team development.
Facilitate workshops, leadership cohorts, peer learning sessions, and action learning experiences.
Adapt facilitation approaches to align with leadership levels, business needs, and organizational priorities.
Lead new leader assimilation experiences that accelerate integration, clarity, trust-building, and team effectiveness.
Facilitate transition support for newly promoted leaders, leaders changing teams, and newly hired external leaders.
Partner with leaders and teams to clarify expectations, communication norms, priorities, and success measures.
Support onboarding journeys that build confidence and reduce time-to-effectiveness for leaders.
Create structured follow-up and reinforcement activities to sustain leader growth beyond initial onboarding.
Equip leaders with practical tools, conversation guides, coaching frameworks, reinforcement strategies, and performance support resources.
Enable leaders to effectively coach employees, reinforce learning, and build high-performing teams.
Observe leader behaviors in real work environments and provide developmental coaching and feedback.
Support leaders in strengthening team engagement, psychological safety, inclusion, and accountability practices.
Partner with leaders to identify barriers to behavior change and capability application.
Reinforce leadership behaviors through follow-up coaching, reflection activities, peer accountability, and learning-in-the-flow-of-work strategies.
Support sustained behavior change through spaced reinforcement and real-world application experiences.
Measure leadership capability growth through feedback, engagement indicators, and business outcomes.
Identify opportunities to improve leadership experiences based on participant feedback, operational needs, and organizational strategy.
Contribute to creation of leadership toolkits, job aids, microlearning, and reinforcement resources.
Partner with capability architect & designers and business partners to align leadership development strategies with organizational priorities.
Support enterprise leadership initiatives, and organizational change strategies.
Facilitate cross-functional collaboration to strengthen leadership consistency and team member experience.
Contribute field insights and leadership feedback to continuously improve leadership journeys and programs.