Sr Manager, Leader Development

Hasbro•Boston, MA

4d•$118,600 - $177,900•Onsite

About The Position

We are looking for curious adventurers ready to find their party, fueled by imagination and drive to build what’s never been built before. At Hasbro and Wizards of the Coast, you’ll collaborate with passionate teams to reimagine our iconic brands and create experiences that spark joy, connection, and community through the magic of play. This is your chance to shape legendary play that lasts a lifetime. At Hasbro, our mission is to entertain and connect generations of fans through the wonder of storytelling and exhilaration of play. We're looking for adventurous and curious people who want to explore, experiment, and innovate to come up with the best ideas. Our culture has inspired our diverse team of highly skilled, highly creative, and highly committed individuals for 100 years and we believe the best is yet to come. As our Senior Manager, Leader Development, you will be a core builder and practitioner within Hasbro's growing L&D function. Reporting to the Director of Learning & Development, your primary focus will be owning the full development journey for Hasbro's VP and Director population, from onboarding through ongoing coaching, program delivery, and measurement. This role owns leader development end to end, from designing and building new programs to delivering them and proving their impact. That said, we're a lean team, so this person also needs to be comfortable wearing multiple hats and jumping in wherever the team needs support most, whether that's a manager-level session in a pinch or a fast-turnaround request from an S Team member. If you're scrappy, resourceful, and energized by building something from the ground up in a fast-moving environment, this role was made for you. This position will be onsite Tuesday - Thursday at Hasbro's new HQ in Boston, MA or at Hasbro's Seattle, WA office.

Requirements

8 to 12+ years of experience in Learning & Development, Organizational Development, Talent Development, or HR Business Partnering, including direct experience designing programs for VP and Director-level audiences.
A proven track record of owning a leadership development program end to end, from design through launch, facilitation, and measurement.
A scrappy, resourceful builder's mindset, energized by figuring things out, moving quickly, and delivering quality work in a lean, fast-moving environment.
Strong facilitation skills and executive presence, with experience leading sessions and coaching conversations with senior leaders.
Experience building or overseeing 360 and coaching programs for senior populations.
Ability to build and manage a metrics and measurement plan that connects learning investment to business outcomes.
Strong stakeholder management skills, with the ability to partner across L&D, Talent Management, HR and business leaders.
Comfort operating in ambiguity, willing to jump in wherever the team needs support, and iterating quickly based on feedback.
Data fluency and a bias toward continuous improvement.

Nice To Haves

Experience supporting senior executive teams on development planning.
Familiarity with AI-enhanced learning tools and LMS/LXP platforms.
Coaching certification or equivalent facilitation training.
Assessment certifications (Hogan, Discovery Insights, etc).

Responsibilities

Lead end-to-end ownership of leadership development for Hasbro's VP and Director population, continuously measuring impact and iterating based on feedback.
Design, launch, and own a new internal VP development program along with new Director programming built from the ground up to meet the needs of first-time and tenured Directors.
Own the onboarding experience for Director and above, partnering closely with the Onboarding Manager to create a seamless, consistent transition into leadership at Hasbro.
Run the coaching and 360 programs for Directors and VPs, ensuring the right mix of assessment, coaching, and follow-through to drive real behavior change.
Build a robust metrics and measurement plan across all leadership programs, using data and feedback to continuously refine what's working and what's not.
Bring a scrappy, resourceful approach to building, to create high-quality development experiences efficiently, even with lean resources or tight timelines.
Serve as secondary support on S Team development, partnering with the Director of L&D on execution, facilitation, and individual development planning.
Partner with Talent Management on development planning for critical roles and successors across the organization.
Own core programming beyond formal leadership development, including psychological safety and feedback and accountability, given their deep tie to leadership behaviors and culture.