Senior Leadership Development Strategist & Facilitator

Realtor.com•Austin, TX

71d•Hybrid

About The Position

The Senior Leadership Development Strategist & Facilitator is a key role within the Talent Development team, responsible for designing and facilitating high-impact leadership development programs that drive organizational success. This role requires an experienced leadership development professional who can translate business needs into innovative learning solutions, facilitate engaging experiences for leaders at all levels, and measure program effectiveness. The ideal candidate will be a strategic thinker, a skilled facilitator, and an expert in leadership development methodologies, capable of influencing a high-performance culture across the enterprise.

Requirements

Experience: Minimum of 8+ years of experience in leadership development, talent management, talent development, learning, organizational development, or a related field.
Education: Bachelor's degree or equivalent experience.
Leadership Development Expertise: Extensive experience in designing and facilitating enterprise-wide leadership programs that align with business strategy and drive measurable impact.
Executive Presence & Influence: Strong ability to engage, communicate, and influence senior leaders, cross-functional teams, and external stakeholders through compelling storytelling and strategic advisory.
Program Design & Facilitation: Proven track record in developing and delivering innovative learning experiences that foster leadership growth, behavior change, and a high-performance culture.
Technology & Scalability: Skilled in leveraging digital learning technologies, platforms (e.g., Litmos, Degreed), and hybrid facilitation techniques to scale leadership development initiatives.
Evaluation & Continuous Improvement: Expertise in assessing program effectiveness through data-driven insights, feedback mechanisms, and strategic reporting to drive continuous improvement.
Diversity, Equity, & Inclusion: Deep knowledge of inclusive leadership principles and strategies that foster diverse, equitable, and high-performing workplace cultures.
Project & Stakeholder Management: Strong ability to manage multiple complex initiatives simultaneously while collaborating with HR partners, business leaders, and external vendors to ensure seamless execution.

Nice To Haves

Degree in L&D, OD, or HR field is a plus.

Responsibilities

Learning Strategy & Program Development: Design and deliver enterprise-wide leadership development programs that align with business strategy, drive measurable outcomes, and foster a high-performance culture.
Innovative & Science-Based Learning Design: Apply modern instructional design methodologies, adult learning principles, and behavioral science to create impactful learning experiences that drive behavior change.
Multi-Modal Facilitation: Facilitate engaging, interactive learning sessions across diverse audiences-including senior leaders and high-potential employees-through in-person, virtual, and hybrid formats.
Customization & Scalability: Adapt and tailor leadership development solutions to meet the evolving needs of the business while ensuring accessibility and scalability across the enterprise.
Strategic Advisory & Influence: Act as a trusted advisor to business leaders, assessing leadership development needs and delivering tailored solutions that align with company objectives.
Consulting & Stakeholder Engagement: Leverage consulting skills to influence key stakeholders, secure buy-in, and drive the successful implementation of leadership development initiatives.
Cross-Functional Partnership: Collaborate with senior-level internal and external stakeholders-including Business Partners, Business Unit Leaders, and Vendors-to align program strategies, resources, and outcomes.
Communication & Change Enablement: Partner with the internal communications team to develop and execute communication plans that maximize awareness, engagement, and impact of Talent Development initiatives.
End-to-End Program Management: Own and execute key leadership development programs, ensuring seamless implementation, on-time delivery, and measurable impact.
Scalability & Sustainability: Design programs that are scalable, sustainable, and adaptable to evolving business needs and workforce dynamics.
Data-Driven Improvement: Leverage data analytics, participant feedback, and insights from Subject Matter Experts to assess program effectiveness and drive continuous enhancements.
Strategic Alignment: Ensure leadership development initiatives are seamlessly integrated with broader Talent Development strategies, including coaching, talent reviews, and competency development.
Career Growth & Succession Planning: Support career development, internal mobility, and succession planning efforts through targeted programs like Career Pathfinder and leadership development initiatives.
Holistic Talent Management: Embed leadership development within key talent management practices, such as competency modeling, high-potential identification, and workforce planning, to drive long-term organizational growth.
Mentorship & Knowledge Sharing: Foster a culture of learning and innovation by mentoring peers, sharing best practices, and exploring emerging learning technologies.
Cross-Functional Collaboration: Partner with Talent Acquisition, DEI, and HR Business Partners to align leadership development with broader people strategies and organizational goals.
Continuous Growth & Team Engagement: Actively contribute to a supportive and high-performing Talent Development team by both mentoring others and learning from team members.