Sr. Director, Talent Development

Lattice Semiconductor•San Jose, CA

3d•$280,456•Remote

About The Position

The Sr. Director, Talent Development leads Lattice's enterprise learning and leadership development strategy. This leader designs and delivers programs that build the capabilities of employees at every level, strengthen the bench of current and future leaders, and align talent investments with business priorities. The ideal candidate is a strategic thinker and a hands-on builder who is credible with executives, skilled in adult learning design, and disciplined about measuring results.

Requirements

10 or more years of progressive experience in learning and development, leadership development, or organizational development, including at least 5 years in a leadership role.
Demonstrated success designing and delivering leadership development programs at multiple levels of an organization.
Strong knowledge of adult learning principles, instructional design, and program evaluation methods.
Experience with learning technology platforms and learning analytics.
Ability to influence and partner effectively with senior executives.
Experience managing teams, budgets, and external vendors.
Excellent communication, facilitation, and executive-presence skills.
Bachelor's degree in Human Resources, Organizational Psychology, Education, Business, or a related field, or equivalent experience.

Nice To Haves

Professional certifications (e.g., ATD CPTD, SHRM-SCP, SPHR, ICF coaching credential, or assessment certifications).
Experience supporting a multi-site or global workforce.
Experience in a fast-growing or technology-oriented organization.
Experience with skills-based talent models, succession planning, and coaching programs.

Responsibilities

Develop and execute a multi-year learning and leadership development strategy aligned to business goals and workforce needs.
Conduct needs assessments and skills-gap analyses in partnership with business leaders and HR Business Partners.
Establish governance for program prioritization, content quality, vendor selection, and budget.
Serve as a trusted advisor to senior leaders on capability building and organizational readiness.
Design and lead a tiered leadership development curriculum for emerging leaders, first-line managers, senior managers, directors, and executives.
Build manager effectiveness programs covering coaching, feedback, performance conversations, inclusive leadership, and team engagement.
Oversee executive development offerings, including executive coaching, 360-degree feedback, assessments, and leadership cohorts.
Partner with management to support succession planning, talent reviews, and individual development plans for high-potential employees.
Develop professional skills offerings (communication, collaboration, project management, change management, and similar topics).
Enable functional and technical learning in partnership with department leaders, including internal subject-matter expert instructors and communities of practice.
Build career development resources, including career pathing, mentoring, and internal mobility programs.
Evaluate emerging learning approaches, including digital, blended, and AI-enabled methods, with attention to data privacy and confidentiality.
Implement an evaluation framework to measure program effectiveness and business impact.
Track and report key indicators such as participation, manager effectiveness, internal mobility, retention of program participants, and leadership bench strength.
Provide regular reporting to the executive team and, as requested, the board.
Build, coach, and develop a high-performing team of learning professionals, program managers, and facilitators.
Manage a network of external partners, facilitators, and coaches.
Ensure programs are accessible, inclusive, and adapted for diverse and geographically dispersed audiences.