Senior Manager, Leadership Development

Industrial Electric Manufacturing

1d•Remote

About The Position

We are seeking a strategic and experienced Senior Manager, Leadership Development to join our Talent Development team. Reporting to the Director of Talent Management, this individual contributor role owns the design, development, and execution of IEM's leadership development strategy — building a holistic, multi-tiered development ecosystem from the ground up. This role serves as the internal expert and champion for leadership capability across all levels of the organization, from frontline supervisors to senior and executive leaders. The ideal candidate is a strategic thinker who executes with intention — bringing structure and clarity to ambiguous, evolving priorities while maintaining a sharp focus on business impact. They lead with credibility and executive presence, earning trust across functions and levels through a consultative approach and strong influencing skills. The ideal candidate brings deep experience designing, executing, and facilitating leadership development programs in a manufacturing environment, as well as a proven track record building scalable development solution in high-growth organizations navigating rapid and complex change. They are energized by the opportunity to build something meaningful and lasting — and are deeply passionate about growing people and building leadership capability at-scale.

Requirements

Bachelor's degree in Human Resources, Organizational Development, Business, or related field.
8+ years of progressive experience in Leadership Development, Learning & Development, or Talent Management.
Demonstrated experience designing, executing, and facilitating leadership development programs in a manufacturing or industrial environment, with the ability to develop leaders across all levels including frontline supervisors and plant leadership.
Proven track record building leadership development programs and frameworks from the ground up in a high-growth or rapidly evolving organization, including establishing competency models and multi-tiered development pathways.
Experience supporting organizations navigating rapid growth, large-scale change, or significant business transformation.
Demonstrated ability to operate effectively as an individual contributor — owning complex, multi-site programs end-to-end, influencing without authority, and building credibility across all levels of the organization.
Experience designing and delivering development programs for high-potential employee populations.
Expertise in adult learning principles and instructional design as applied to leadership development.
Strong vendor and external partner management experience, including coach network management, partner selection, contracting, and ongoing relationship oversight.
Experience building and presenting ROI and impact analyses for leadership programs to senior audiences.
Exceptional facilitation and presentation skills with comfort engaging diverse audiences across sites, including large groups and senior leadership.
Experience with LMS platforms and learning technology tools.

Nice To Haves

Certifications in coaching, facilitation, or assessments (e.g., ICF, FranklinCovey, DDI, Hogan, DiSC, KornFerry).
Master's degree in Organizational Development, Industrial/Organizational Psychology, HR, or related discipline.
Relevant certifications in leadership development, coaching, or talent management.

Responsibilities

Own the end-to-end design, development, and implementation of a comprehensive leadership development strategy aligned to organizational goals, business priorities, and leadership competencies.
Build and manage a multi-tiered development framework that addresses the distinct needs of frontline leaders, mid-level managers, and senior and executive leaders across all sites.
Design scalable, practical development experiences that are grounded in the realities of a manufacturing environment and relevant to leaders at all levels.
Continuously assess and evolve program content to reflect current leadership trends, emerging business priorities, and learner feedback.
Design targeted development programs for high-potential leaders identified through IEM’s talent review process, ensuring they are equipped to accelerate their growth and readiness for expanded roles.
Design and implement IEM's leadership competency framework, establishing a clear and consistent foundation for leadership expectations, development programs, and talent conversations across the enterprise.
Establish the foundational infrastructure for enterprise leadership development, including program frameworks, multi-tiered learning pathways, facilitation guides, and supporting tools and resources.
Make strategic build vs. buy decisions, identifying and curating best-in-class external content and resources to complement internally developed programs.
Identify, evaluate, and manage relationships with external vendors, content providers, and facilitators to complement and extend internal development capabilities.
Serve as the primary point of contact for all external development partners, managing selection, contracting, and ongoing relationship management.
Identify and manage a network of external coaches to support individual leadership development needs, ensuring alignment with IEM's leadership philosophy and development goals.
Ensure all external solutions are integrated seamlessly with internal programs and reflect IEM's culture and values.
Design and facilitate leadership development programs, workshops, and learning experiences across all levels, functions, and sites.
Serve as a credible, engaging facilitator who can flex style and approach across diverse audiences — from frontline supervisors on the plant floor to senior executives in offsite settings.
Apply coaching skills and principles within group and programmatic development contexts to deepen leader self-awareness, growth, and behavior change.
Coach and support internal facilitators and subject matter experts to extend delivery capacity as programs scale.
Design and implement a robust evaluation framework to measure program effectiveness, learner growth, and business impact.
Track, analyze, and report on key learning metrics, translating data into compelling insights and actionable recommendations for continuous improvement.
Demonstrate clear ROI on leadership development investments through quantitative and qualitative measures, presenting findings to senior stakeholders with clarity and confidence.
Partner closely with HR Business Partners, Talent Acquisition, and business leaders across all sites to identify leadership capability gaps and align development solutions to strategic priorities.
Build trusted relationships across the organization to champion a culture of continuous learning, feedback, and leadership growth.
Collaborate with senior leaders and HR to ensure development programs support the growth needs of high-potential talent identified through talent review processes.