Leadership Development Lead

Peraton•Reston, VA

19h•$104,000 - $166,000•Hybrid

About The Position

Peraton is seeking a Leadership Development Lead to serve as a strategic subject matter expert in designing, developing, and implementing enterprise leadership development strategies and experiences. The role strengthens the leadership pipeline by creating differentiated development opportunities for first-line managers, mid-level leaders, senior leaders, and high-potential talent. The Lead partners with business leaders, Human Resources Business Partners, and other stakeholders to identify leadership capabilities, translate business needs into development solutions, and prepare current and emerging leaders for greater responsibility. The role uses talent insights, data, and best practices to evaluate and improve leadership development strategies and programs. As part of the Talent Management organization, the Lead integrates leadership development with broader organizational and talent priorities and serves as a trusted advisor and thought leader across the enterprise. This hybrid position requires weekly presence at Peraton’s Reston office, and candidates must live within a reasonable commuting distance of Reston Town Center. The position is expected to transition from hybrid to onsite in Reston. The role oversees leadership development strategy; the design and delivery of programs, academies, workshops, and learning experiences; development for high-potential and emerging leaders; measurement and continuous improvement; and enterprise partnership and influence. The target salary range is $104,000–$166,000. Salary is determined by factors including responsibilities, experience, education, skills, geographic location, and business and contract considerations. Depending on the position, employees may be eligible for overtime, shift differential, and a discretionary bonus in addition to base pay.

Requirements

Bachelor’s degree and at least 8 years of relevant experience in talent management, leadership development, organizational development, HR, or a related discipline; 12 or more years of experience may be considered in lieu of a degree.
Experience designing and implementing leadership development programs at scale.
Ability to translate business strategy into practical talent-development initiatives.
Demonstrated experience with at least two of the following: leadership competency models, high-potential talent programs, individual development plans, manager development, or leadership assessments.
Strong facilitation and presentation skills, including experience presenting to senior executives.
Strong project-management and organizational skills.
Demonstrated ability to influence leaders without direct authority.
Strong written and verbal communication skills.
Must be a U.S. citizen.
Must be within a reasonable commuting distance to Reston Town Center and able to attend the Reston office weekly; the position is expected to transition to onsite in Reston.

Nice To Haves

Experience working in the government contracting industry.
Experience working in HR as an HR Business Partner or in another talent-focused role.

Responsibilities

Assess organizational leadership needs and translate business priorities, talent data, and workforce trends into targeted development strategies.
Implement enterprise leadership development strategies and solutions aligned with corporate growth objectives, workforce priorities, and evolving business needs.
Advise senior leaders and HR partners as a subject-matter expert on leadership development.
Help establish and evolve leadership competencies and behavioral expectations across leadership levels.
Design scalable leadership development solutions.
Manage the design, development, and delivery of leadership programs, academies, workshops, and learning experiences for first-line managers, mid-level leaders, and senior leaders.
Create development experiences differentiated by leadership level, performance, organizational needs, and career aspirations.
Develop curriculum and learning experiences focused on critical leadership capabilities.
Integrate experiential development approaches such as mentoring, coaching, action learning, simulations, stretch assignments, and other on-the-job experiences.
Develop programs, tools, and resources to strengthen first-line and mid-level manager effectiveness.
Create individual development strategies and plans for high-potential and emerging talent, connecting capabilities and career aspirations with future leadership opportunities.
Partner with leaders and HR Business Partners to identify high-potential talent and address leadership capability gaps.
Design development experiences that accelerate readiness for expanded roles and greater leadership responsibility.
Establish and apply metrics and evaluation approaches to assess program effectiveness and business impact.
Analyze participation, promotion, retention, internal mobility, succession readiness, and leadership capability data to identify priorities and opportunities.
Use talent and workforce analytics to identify emerging leadership capability gaps and talent risks.
Gather participant and stakeholder feedback and use it to improve leadership programs and experiences.
Prepare and present program outcomes, insights, and recommendations to senior leadership and stakeholders.
Build partnerships across Talent Management, HR Business Partners, and business leaders to align leadership development with broader talent priorities.
Work with business leaders to understand evolving leadership needs and translate them into practical development solutions.
Influence and collaborate across the organization to build leadership capability without formal authority.
Stay current on leadership development research, practices, technology, and trends and translate relevant insights into practical solutions.
Serve as a trusted advisor and thought leader on leadership development across the organization.