This role sits on the Leadership Development team and focuses on team development and coaching, with the goal of supporting prioritized leaders and teams as they develop the skills and systems to solve their most important leadership challenges and unlock organizational impact. The team works as a small, lean consultative team, and partners with both Business and HR leaders to scale leader, team development, and healthy organization work. To support this mission, we are hiring a Leadership Development Business Partner. Reporting to the Director, Leadership Development this individual contributor role will focus on the most strategic leader and team development work across Meta.

Responsibilities

Diagnose leadership and team effectiveness at the system level. Use evidence-based diagnostic methods - team assessments, 360 design and debrief, stakeholder interviews, organizational data - to identify root causes, not just symptoms. Translate diagnosis into actionable intervention design
• Design and deliver high-impact leader and team interventions. Build and facilitate bespoke development experiences - team engagements, leadership alignment sessions, transition support, coaching engagements - that are grounded in diagnosis and connected to business outcomes. This is not templated training. It's sustained, expert-level partnership
• Coach executive leaders using ICF-credentialed methodology. Provide 1:1 coaching that builds the leader's own capacity - not advisory feedback, but professional, evidence-based coaching rooted in the ICF framework. This includes educating leaders on how team and leadership development can impact their business and organizational needs
• Serve as cross-company intelligence. Use the rotational deployment model to identify patterns, share insights, and transfer best practices across business groups. Bring an enterprise-wide perspective to every engagement - "here's what we're seeing across Meta, and here's what's working."
• Build trusted partnerships with HR Business Partners to deliver leader and team engagements. Collaborate on intake, scoping, and alignment while maintaining the structural independence that enables candor and trust
• Connect leaders to the full People Development ecosystem. Serve as a front door to exec dev experiences, coaching resources, growth programs, and skills development - ensuring leader development isn't a one-off intervention but part of a connected system
• Support organizational and work environment transformation. Partner with leaders navigating large-scale change - reorgs, strategy shifts, AI transformation - with change management expertise that goes beyond process to address the leadership capability required to lead through disruption
• Stay at the cutting edge of the craft. Bring current research, emerging practices, and outside perspective on leadership effectiveness, team dynamics, and organizational health - especially as AI reshapes what leadership looks like at scale

Minimum Qualifications
• 12+ years of professional experience, with significant depth in leadership development, organizational effectiveness, or a related field
• 5+ years in Learning & Development, Organizational Development, or leadership development function
• ICF credential (ACC, PCC, or MCC) - this is a credentialed coaching role, not an advisory one
• Demonstrated mastery of leader and team diagnosis, including 360 design/debrief, team assessment, and organizational analysis
• Expertise in designing and facilitating high-impact development experiences for executive leaders and leadership teams - not off-the-shelf programs, but bespoke interventions grounded in diagnostic data
• Experience working within complex, technical, multicultural, and globally distributed organizations at scale
• Track record of building trusted partnerships with both business leaders and HR partners, with experience consistently working under your own initiative, seeking feedback and input where appropriate

Preferred Qualifications
• PCC or MCC-level ICF credential
• Graduate-level work in organizational psychology, organizational development, or leadership development
• Experience in a consultative or rotational model (vs. single-client embedded)
• Experience operating in ambiguity and fast-moving environments where the work is defined by the diagnosis, not a predetermined playbook
• Familiarity with how AI is reshaping leadership, team dynamics, and organizational design - and a point of view on what that means for development