Leadership Development Program Manager

FreedomCare•New York, NY

9d•$100,000 - $125,000•Remote

About The Position

FreedomCare is seeking a Leadership Development Program Manager for its Business Optimization team. This role is responsible for building an enterprise framework to enhance leadership capabilities across all levels of the organization, from Team Leads to senior leadership. The program manager will define a practical leadership philosophy, strengthen leadership capability, and embed development across the leader lifecycle. The goal is to create an adaptable system that supports existing leaders and prepares individual contributors for leadership roles. This is an opportunity to build a robust enterprise capability from the ground up, translating business priorities into practical leadership solutions that improve performance. The role will establish the operating system for how leaders are selected, developed, and prepared for greater responsibility within the first year.

Requirements

Bachelor’s degree in organizational development, industrial-organizational psychology, human resources, business, or a related field, or equivalent relevant experience.
7+ years of progressive experience in leadership development, talent management, organizational development, or organizational effectiveness.
3+ years owning the design, launch, and expansion of enterprise leadership development initiatives or a portfolio serving multiple leadership levels.
Demonstrated experience building a leadership development system from the ground up or materially transforming one in a high-growth or rapidly changing organization.
Experience creating a leadership philosophy, competency model, or success framework and translating it into observable expectations, assessments, tools, and development pathways.
Experience designing differentiated approaches for frontline, mid-level, senior, and executive leaders; experience supporting emerging or first-time leaders is strongly preferred.
Experience using qualitative and quantitative data to diagnose leadership gaps, set priorities, measure behavior change, and make investment decisions.
Experience in a high-growth, operationally demanding environment where speed, judgment, and practicality mattered.
Demonstrated experience leveraging AI enabled tools and emerging technologies to improve leadership development, talent practices, decision making, workforce insights, learning experiences or employee productivity.
Ability to think like an internal consultant and enterprise capability builder: start with the business problem, find the root cause, and choose the intervention that will change performance.
Ability to conduct enterprise needs assessments using stakeholder interviews, employee and leader feedback, talent data, and operational performance indicators.
Ability to translate business strategy into leadership requirements, competency models, development priorities, and a sequenced multi-year roadmap.
Demonstrated program and portfolio management skills, including governance, budgets, vendors, technology, pilots, implementation, communications, and adoption.
Ability to design enterprise standards that create consistency while allowing appropriate flexibility across departments and leadership populations.
Ability to establish meaningful measures of leadership effectiveness, including behavior change, time to effectiveness, engagement, retention, promotion success, succession coverage, internal mobility, and relevant business outcomes.
Strong communication skills, including the ability to present recommendations, clarify tradeoffs, facilitate decisions, and influence without authority.
Energized by ambiguity, prompting questions, decisions, and momentum.

Nice To Haves

An advanced degree or recognized leadership development or coaching certification is preferred.
Experience in healthcare, a regulated industry, or a distributed workforce is valuable but not required.

Responsibilities

Own leadership capability strategy and roadmap, translating business priorities into clear ownership, sequenced investments and measurable outcomes.
Establish the fact base by assessing current leadership expectations, onboarding, development practices, talent data, business performance, and existing resources; identify capability gaps and recommend solutions.
Create FreedomCare’s leadership philosophy and competency model, defining observable behaviors and differentiated expectations based on leadership scope and complexity.
Architect a connected leadership lifecycle with TA, L&TD, and PBPs, aligning leadership success profiles and selection, onboarding, manager development, performance, coaching, succession, and internal mobility.
Set the enterprise standard for leadership onboarding and core management practices, creating a consistent minimum experience while allowing intentional departmental variation.
Build practical development pathways for each leadership population, anchoring development in real business challenges, practice, feedback, coaching, and application in the flow of work.
Own the portfolio from concept through scale, including pilots, priorities, governance, budget, vendors, technology, communications, adoption, and program lifecycle management.
Create executive governance and sponsorship for leadership capability, clarifying decision rights and enlisting leaders to model and reinforce expectations.
Earn adoption with operational leaders by co-designing solutions, embedding tools into existing operating rhythms, minimizing friction, and demonstrating value quickly.
Build the measurement system for leadership effectiveness, setting baselines and targets, connecting talent indicators to business outcomes, and using evidence to redirect investment.