Manager- Differential Investment Programs - 25% Travel

Capital One • McLean, VA

13d • Hybrid

About The Position

The Manager of Differential Investment Programs develops high-potential associates across the enterprise by working with business leaders and HR partners to design and execute a development strategy aligned with priority business needs. The role implements scalable, impactful programs that prioritize digital-first learning and build the skills and experiences associates need for future business success. As a people leader, this manager guides a team in creating and delivering new development experiences.

This highly visible position owns enterprise-wide development programs and their full lifecycle, from strategy and design through execution and evaluation. The manager uses internal talent data, primary research, marketplace intelligence, and analytics to inform decisions and assess program impact. They advise stakeholders on talent development and retention, promote internal mobility, align partners around the participant experience, and maintain relationships with internal and external partners. The position is hybrid, requires 25% travel, and follows Capital One’s hybrid policy for on-site presence at the designated office.

Requirements

• Bachelor’s degree or military experience.
• At least 3 years of experience in Human Resources, Learning and Development client consulting, or a combination.
• At least 2 years of people management experience.

Nice To Haves

• At least 4 years of experience leading projects, working in Agile teams, or a combination.
• At least 4 years of experience in HR or Learning and Development client consulting, or a combination.
• At least 4 years of experience working with leaders in client consulting focused on understanding skill gaps.

Responsibilities

• Own and execute enterprise-wide development programs for high-potential associates.
• Lead the full program lifecycle, including strategy, design, execution, and evaluation.
• Advise business leaders and HR partners on development trends, best practices, and internal changes that may affect business and talent needs.
• Partner with business leaders and HR to develop talent strategies and promote internal mobility and opportunities.
• Integrate primary research, internal talent data, and marketplace intelligence into analyses that inform business decisions.
• Use data and analytics to measure program effectiveness and demonstrate impact.
• Manage stakeholder expectations and advise on practices for developing and retaining talent.
• Educate stakeholders and mentors on delivering a consistent, impactful participant experience.
• Build and maintain relationships with internal and external partners, including learning vendors and executive coaches.
• Collaborate with business, HR consultants, compensation, legal, and other partners to align on participant expectations and program experience.
• Monitor emerging technology and innovation in talent development.
• Communicate the vision and value of development programs to attract and retain internal talent.
• Lead, guide, and inspire the team delivering development programs.

Benefits

• Comprehensive health, financial, and other benefits supporting total well-being; eligibility varies by employment status and management level.
• Performance-based incentive compensation, which may include cash bonuses and/or long-term incentives.

What This Job Offers

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