About the position

The Director, Leadership Development & Succession is responsible for leading the enterprise executive development and succession strategy, ensuring the organization has a strong pipeline of ready-now and ready-future leaders for critical roles. This role partners closely with executive leadership to identify high-potential talent, lead talent reviews, succession planning, executive assessments, and leadership development programs that strengthen organizational capability and accelerate business growth.

Responsibilities

• Leads the Director, Leadership Development & Succession Center of Excellence, establishing enterprise programs that strengthen leadership capability and succession readiness.
• Develops and executes the enterprise leadership development and succession strategy aligned with long-term business objectives.
• Designs and leads enterprise programs focused on Leadership Development & Succession – Build executive capability, identify high-potential talent, and strengthen succession pipelines for critical leadership roles.
• Partners with executive leadership to assess organizational capability, identify successors for key roles, and build targeted development plans.
• Leads enterprise talent reviews, succession planning, executive assessments, and high-potential identification.
• Establishes executive competency models, leadership expectations, executive onboarding, and development frameworks.
• Designs, leads and builds the strategy to enhance project management and sales capabilities across the organization.
• Partners with HR Business Partners and business leaders to identify executive talent, succession risks, and development priorities.
• Oversees coaching, assessments, leadership programs, and related external development partners.
• Develops enterprise onboarding, leadership onboarding, and career development programs that improve employee engagement and retention.
• Evaluates emerging learning technologies, industry trends, and best practices to continuously improve organizational capability.
• Establishes metrics and dashboards to measure learning impact, leadership effectiveness, succession readiness, and return on investment.
• Develops annual budgets, strategic plans, and performance objectives that support organizational capability and workforce readiness.

Requirements

• Bachelor's degree in Human Resources, Organizational Development, Business Administration, Education, or a related field.
• 15+ years of progressive experience in executive development, succession planning, talent management, organizational development, or leadership development.
• Demonstrated success building enterprise learning strategies and Centers of Excellence within a multi-site or high-growth organization.
• Experience designing executive development, succession planning, leadership development, and technical training programs.
• Proven experience leading talent review and succession planning processes for senior leadership.
• Strong knowledge of adult learning principles, instructional design, leadership assessment, competency models, and organizational effectiveness.
• Experience supporting construction, industrial, manufacturing, engineering, or skilled trades organizations.
• Experience building apprenticeship programs, field leadership academies, technical certification programs, or train-the-trainer models.
• Experience implementing Learning Management Systems (LMS), talent management platforms, and learning analytics.
• Experience supporting rapid organizational growth, acquisitions, or enterprise transformation initiatives.
• Strong project management, facilitation, communication, and stakeholder management skills.
• Ability to influence and collaborate effectively across all levels of the organization.
• High level of discretion, professionalism, and confidentiality.
• Proficiency in Microsoft Office Suite including PowerPoint, Excel, Word, and Teams.
• Familiarity with various HCM and ATS applications and other related technologies

Nice-to-haves

• Master's degree in Organizational Development, Human Resources, Business Administration, Industrial Psychology, Education, or a related field.
• Professional certifications such as SHRM-SCP, SPHR, CPTD (Certified Professional in Talent Development), ATD Master Trainer, or equivalent.
• Experience supporting private equity-backed growth platforms or multi-company operating structures.
• Experience supporting organizations exceeding 3,000 employees across multiple geographic regions.
• Spanish language fluency.
• Experience supporting geographically dispersed or field-based workforces.
• Experience supporting organizational transformation, acquisitions, or restructuring initiatives.

Benefits

• Strong business acumen and operational awareness are critical to success in this role.
• Ability to work effectively in fast-changing, growth-oriented environments is essential.
• This role may support enterprise-wide strategic initiatives and confidential business matters.