Sr. Manager, Leadership Capability

NBCUniversal•Universal City, CA

1d•$110,000 - $135,000•Hybrid

About The Position

This role serves as the diagnostic and design engine of NBCUniversal's leadership development system within the Leadership Capability & Learning Center of Excellence. The Sr. Manager is responsible for identifying critical leadership capability gaps that impact business performance, translating these gaps into specific behavior targets, and designing practical development experiences that foster real and measurable behavior change. This is a hands-on role for someone who can identify organizational needs and build solutions from the ground up, grounded in diagnosis, anchored to the Leadership Expectations Framework, and designed with measurement in mind. The role involves close collaboration with Talent Management, Organizational Effectiveness, and HR Business Partners to interpret organizational signals and build experiences that connect to business outcomes. It also involves working with the Senior Manager of Leadership Growth & Enablement to form the architecture of the COE. This position is for a builder and thinker comfortable with ambiguity and translating insights into actionable development for leaders.

Requirements

Bachelor’s degree in organizational development (OD), Industrial-Organizational Psychology, HR, or related field required, or equivalent demonstrated experience in leadership capability building or organizational effectiveness work.
7+ years of progressive experience in leadership development, organizational development, or talent management, with clear evidence of owning diagnosis and design, not just program delivery.
Demonstrated experience diagnosing leadership capability gaps using organizational data, talent insights, or qualitative signals and translating that diagnosis into a clear, prioritized point of view on what needs to change.
Experience designing and building leadership development experiences from scratch, including the ability to define what behavior change looks like and how it will be measured before design begins.
Solid facilitation skills with the ability to hold senior leader audiences, create psychologically safe environments for honest dialogue, and guide conversations that translate expectations into practical behavior change.
Proven ability to work as a strategic partner to HR Business Partners and senior business leaders, acting as a trusted advisor.
Proven written and verbal communication skills with the ability to translate complex capability concepts into language that resonates with business leaders at all levels.
Demonstrated comfort operating in ambiguity — building without a complete playbook, iterating quickly, and forming a point of view without waiting for perfect information.
Consistent attendance is a job requirement.

Nice To Haves

Experience building or contributing to a Leadership Expectations or Competency Framework.
Familiarity with coaching governance, assessment frameworks, or HiPo programming.
Experience working in a COE environment where standards and frameworks had to scale across multiple sites, geographies, or business units.
Background in learning science, adult learning theory, or experience design.
Experience in a complex, operationally intensive industry (entertainment, hospitality, retail, or similar).
Familiarity with global mindset considerations in leadership development.
Graduate degree in organizational psychology, organizational development, or a related field, or equivalent professional certifications in coaching, assessment, or leadership development.

Responsibilities

Diagnose Leadership Capability Needs: Form a clear, evidence-based point of view on barriers to leadership effectiveness by synthesizing organizational signals (talent reviews, engagement data, performance indicators, business outcomes) to identify critical capability gaps.
Translate diagnosis into a clear capability priority, focusing on what must change first and why.
Bring capability priorities to life for leaders and stakeholders in practical, business-relevant ways, making the case for the importance of the work.
Design, Build & Bring to Life Leadership Development Experiences: Design modern, practical development experiences focused on driving behavior change, not just awareness, with measurement as a core design discipline.
Define what behavior change looks like, how it will be assessed, and the intended business outcome before designing.
Ground leadership development experiences in learning science and adult learning principles, emphasizing practical application.
Build measurement architecture into every experience from the outset, defining success metrics and behavior change indicators.
Rapidly prototype and pilot solutions, gathering feedback and iterating quickly.
Co-create learning experiences with leaders to ensure relevance and ownership.
Ensure every experience connects to and builds upon other elements of the leadership development system.
Facilitate leadership development sessions, forums, and peer learning experiences when appropriate.
Integrate AI and learning technologies to enhance development experiences and scale capability building.
Measure Impact & Continuously Evolve the Work: Track and report on metrics defined during the design phase to assess behavior shifts and their connection to business outcomes.
Use measurement insights to refine experiences, discontinuing ineffective ones and strengthening successful ones.
Build a body of evidence demonstrating the value of leadership capability investments and informing future decisions.
Understand and actively participate in Environmental, Health & Safety responsibilities.
Perform other duties as assigned.