Manager of Leadership Development

Idaho National Laboratory • Idaho Falls, ID

11d • $93,840 - $225,180 • Onsite

About The Position

Idaho National Laboratory is hiring a Manager of Leadership Development to work with our Human Resource Talent Development team. Our team works a 9x80 schedule located out of our Idaho Falls facility with every other Friday off.

The Manager of Leadership Development ensures that development programs for Individual Contributors, Managers, and Leaders function as one coherent employee journey rather than three independent programs. This role owns the consistency, hand-offs, and shared philosophy that connect the three programs, along with the shared development infrastructure (assessments, coaching, mentoring, work experiences) that all three levels draw on — plus the people-management and coordination that lets the three Leads focus on program design.

Requirements

• Bachelor’s degree in organizational development, Human Resources, Education, or related field (or equivalent experience)
• 6 years of experience in talent/leadership development or organizational development, including experience designing or overseeing multi-level development programs
• Demonstrated experience with the 70-20-10 model or comparable holistic development frameworks
• People management experience, ideally managing other programs or instructional design professionals
• Strong facilitation and influence skills — this role leads through alignment, not just authority, since the Leads retain content ownership

Nice To Haves

• Experience building or maintaining competency models or career frameworks that span multiple levels of an organization
• Background in both individual contributor and leadership development (breadth across levels, not just one)
• Experience operating in a matrixed structure with a separate delivery/operations function
• Experience managing external vendor or provider relationships (e.g., coaching, assessment platforms)
• Familiarity with psychometric or self-assessment tools (e.g., DISC, Big5, MBTI, or similar) and how they're applied in development contexts

Responsibilities

• Own the portfolio of assessments used for self-awareness (e.g., MAPP, Workplace Big5, TalentTelligent Competencies), ensuring the right tools are selected, consistently deployed, and interpreted meaningfully across the IC, Manager, and Leader levels
• Own the coaching offering — both internal and external providers — including vendor/provider selection, quality and fit, and ensuring coaching is allocated and sequenced appropriately across the three levels
• Oversee the design and availability of mentoring and peer network opportunities (e.g., networking opportunities, use of One INL Mentoring), ensuring meaningful access at each level of the journey
• Oversee the identification of work experience needs (e.g., stretch assignments, job rotations) at each level, ensuring these experiences are intentionally built into individual development plans rather than left ad hoc
• Oversee the quarterly Empower Leader events as well as the bi-annual Leadership Summit event
• Own and maintain a shared competency/journey architecture spanning IC → Manager → Leader, ensuring the three Development Workstream Leads design against a common framework
• Identify and close gaps or redundancies at the hand-off points between workstreams (e.g., what a high-performing IC needs to be ready for the Manager program; what a new Manager needs before entering the Leader program)
• Establish and run a regular integration cadence (e.g., joint planning sessions, shared reviews) where the three Leads align on approach, terminology, and philosophy
• Maintain shared standards for how the development methodology is applied across workstreams, so the model means the same thing at every level even as content differs
• Manage, coach, and develop the three Program Design Leads, including performance management and career growth
• Balance workload, staffing, and priorities across the three Leads, surfacing capacity conflicts to the Deputy Director when trade-offs require it
• Represent the Leadership & Career Development workstream team's staffing needs and priorities to the Deputy Director of Programs and to the Deputy Director of Operations (Facilitation, Learning Experience capacity, LMS) planning conversations
• Monitor cross-workstream metrics (e.g., progression rates between levels, consistency of participant experience, program effectiveness) in addition to each Lead's individual program metrics
• Flag when a workstream's design choices risk breaking integration (e.g., diverging competency language) and work with the relevant Lead to resolve it
• Report on the health of the integrated development journey as a whole — not just three separate program statuses

Benefits

• Medical, Dental, Vision, and Flexible Spending Accounts
• 401(k) with a 4.2% employer contribution and up to 4.8% match (regular positions) or self-contribute access (postdoctoral positions)
• Paid time off (personal leave)
• Employee Education Program (tuition assistance for eligible positions)
• Comprehensive Relocation Package

What This Job Offers

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