Senior Program Manager, Executive Development

The Nielsen Company•New York, NY

About The Position

The Senior Program Manager, Executive Development will play a strategic role in shaping Nielsen's executive talent pipeline by operating as a trusted advisor to senior executives and HR Business Partners (HRBPs). This role requires in-depth knowledge and experience in executive development, leadership models and design, and talent and learning strategy to translate strategic business imperatives into actionable, high-impact leadership development solutions. The individual will design, build, and manage a best-in-class executive development portfolio, focusing initially on C-Suite successor candidates with a scalable approach. This role involves solving complex talent problems, using best practices in learning and design, and leveraging data and analytics to ensure programs have a measurable impact on business outcomes and the health of the talent pipeline. The Senior Program Manager serves as a subject matter expert, adding a fresh perspective to existing solutions, and works collaboratively across the team to enhance and integrate learning and development solutions and strategy.

Requirements

Interprets internal/external business challenges and recommends best practices to improve products, processes or services
Solves complex problems by taking a new perspective on existing solutions; exercises judgment based on the analysis of multiple sources of information to develop tailored, high-impact development solutions.
Explains complex, difficult and/or sensitive information; works to build alignment and influence executive leadership while building relationships with key senior stakeholders.
Requires conceptual and practical expertise in own area (Executive/Leadership Development, Learning, Organizational Development) and general knowledge of related areas (Talent Management, HR).
7+ years of experience leading transformative and scalable executive development initiatives within a complex, global organization
Bachelor’s degree required; Master's degree (HR, Organizational Development, Business, or I/O Psychology) strongly preferred.
Proven ability to apply Human-Centered Design (Design Thinking) principles and expertise in learning and program design for executive audiences, including strong vendor management and senior-level facilitation skills.
Deep expertise in learning evaluation methodologies and a track record of tying the impact of learning solutions directly to quantifiable business outcomes.
Background in talent and leadership methodologies and assessments, including 360° feedback and psychometrics.
Coaching and assessment certifications are a plus.

Responsibilities

Responsible for solving complex problems within the executive development discipline, leading multiple global initiatives including design and implementation, and providing thought leadership and consultation to senior leaders, Talent, Learning, Culture and Engagement team, and HRBPs.
In partnership with the talent team, lead the design and implementation of a holistic Leadership Model that aligns with Nielsen's business strategy and talent, learning, and culture strategy, establishing clear leadership expectations embedded into key talent practices (e.g., hiring, performance, development).
Design, build, and manage the Executive Development Portfolio, including innovative high-potential programs, targeted executive development experiences, and team effectiveness solutions.
Orchestrate and design team effectiveness solutions for senior-most leaders, accelerating the successful integration and impact of new executives and leadership teams.
Define, implement, and manage a structured, enhanced Executive Onboarding journey for external and internal hires to ensure rapid connection to business strategy and culture (The Nielsen Way).
Lead senior-level facilitation and integrate learning components such as leadership assessments, virtual learning, cohort based journeys, immersive experiences, and real-time business challenges.
Consult on and integrate external best practices and tech-forward solutions, applying Design Thinking and Human-Centered Design principles to maximize learning impact and optimize engagement.
Establish clear baseline measures for program impact, using data and analytics to quantify outcomes, continually optimize the executive portfolio, and tie solutions directly to quantifiable business results.
Partner strategically and proactively across Talent, Learning, Culture and with key stakeholders (HRBPs, People org partners, and business leaders) to ensure development programs are aligned with current and future business, people, and technology trends.