Senior Manager, Leadership Development

Ingersoll Rand Careers•Davidson, NC

2d•Onsite

About The Position

The Leadership Development Senior Manager will benchmark, design, develop, deliver, and continuously improve enterprise-wide leadership development solutions that build manager capability, strengthen leadership effectiveness, and support business performance. This role partners with HR and business leaders globally to create competency-aligned curriculum and scalable learning experiences that enable employee growth and accelerate leadership readiness.

Requirements

Bachelor’s degree required; five or more years of progressive experience in leadership development, learning and development, talent management, organizational development, or a related HR discipline.
Demonstrated ability to partner with business leaders to diagnose capability needs and translate them into practical, measurable development solutions.
Experience designing and delivering leadership capability programs for supervisors through executive-level leaders.
Strong understanding of external leadership development practices, including how companies structure, deliver, measure, and benchmark leadership programs across leader levels.
Strong instructional design, facilitation, program management, and stakeholder management skills.
Excellent written and verbal communication skills, with the ability to influence across levels, functions, and geographies.

Responsibilities

Benchmark leadership development practices across external companies, industries, and best-in-class organizations to identify emerging trends, compare program maturity, and translate insights into practical recommendations for Ingersoll Rand.
Design, develop and advance enterprise leadership development curriculum aligned to business priorities, leadership competencies, future talent needs, and external best practices.
Apply instructional design methodologies to develop practical, scalable learning content across blended formats, including virtual instructor-led, experiential, self-directed, and coaching-based experiences.
Oversee global delivery of enterprise learning and leadership development programs, including scheduling, communications, facilitator coordination, materials, evaluations, and regional execution support.
Maintain global program consistency while adapting solutions for regional and business-specific needs; use feedback, engagement data, and performance outcomes to continuously improve impact.
Use people analytics to measure learning, engagement, and talent initiatives; track leadership effectiveness, development activity, engagement outcomes, and program impact for executive reporting.