Job SummaryThe 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.
Primary Duties and 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.
Required Skills and Qualifications- 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
Preferred Skills and Qualifications- 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.
Additional Information- Role will regularly interact with executive leadership and senior operational leaders.
- Position may require occasional support outside normal business hours due to operational or communication needs.
- 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.
Travel Requirement- The ideal primary location for this role may be either Dallas-Fort Worth TX, Columbus or Cincinnat, OH or Richmond VA with 25% travel expected.
- If located within an easy travel distance from our locations the travel/in-office expectation may be up to 50%.
