Job Description:The Sr. Director, Talent Development leads Lattice's enterprise learning and leadership development strategy. This leader designs and delivers programs that build the capabilities of employees at every level, strengthen the bench of current and future leaders, and align talent investments with business priorities.
The ideal candidate is a strategic thinker and a hands-on builder who is credible with executives, skilled in adult learning design, and disciplined about measuring results.
Learning and Leadership Development Strategy- Develop and execute a multi-year learning and leadership development strategy aligned to business goals and workforce needs.
- Conduct needs assessments and skills-gap analyses in partnership with business leaders and HR Business Partners.
- Establish governance for program prioritization, content quality, vendor selection, and budget.
- Serve as a trusted advisor to senior leaders on capability building and organizational readiness.
Leadership Development Programs- Design and lead a tiered leadership development curriculum for emerging leaders, first-line managers, senior managers, directors, and executives.
- Build manager effectiveness programs covering coaching, feedback, performance conversations, inclusive leadership, and team engagement.
- Oversee executive development offerings, including executive coaching, 360-degree feedback, assessments, and leadership cohorts.
- Partner with management to support succession planning, talent reviews, and individual development plans for high-potential employees.
Enterprise Learning Programs- Develop professional skills offerings (communication, collaboration, project management, change management, and similar topics).
- Enable functional and technical learning in partnership with department leaders, including internal subject-matter expert instructors and communities of practice.
- Build career development resources, including career pathing, mentoring, and internal mobility programs.
Learning Operations and Technology- Evaluate emerging learning approaches, including digital, blended, and AI-enabled methods, with attention to data privacy and confidentiality.
Measurement and Reporting- Implement an evaluation framework
- to measure program effectiveness and business impact.
- Track and report key indicators such as participation, manager effectiveness, internal mobility, retention of program participants, and leadership bench strength.
- Provide regular reporting to the executive team and, as requested, the board.
Team Leadership- Build, coach, and develop a high-performing team of learning professionals, program managers, and facilitators.
- Manage a network of external partners, facilitators, and coaches.
- Ensure programs are accessible, inclusive, and adapted for diverse and geographically dispersed audiences.
QualificationsRequired- 10 or more years of progressive experience in learning and development, leadership development, or organizational development, including at least 5 years in a leadership role.
- Demonstrated success designing and delivering leadership development programs at multiple levels of an organization.
- Strong knowledge of adult learning principles, instructional design, and program evaluation methods.
- Experience with learning technology platforms and learning analytics.
- Ability to influence and partner effectively with senior executives.
- Experience managing teams, budgets, and external vendors.
- Excellent communication, facilitation, and executive-presence skills.
- Bachelor's degree in Human Resources, Organizational Psychology, Education, Business, or a related field, or equivalent experience.
Preferred- Professional certifications (e.g., ATD CPTD, SHRM-SCP, SPHR, ICF coaching credential, or assessment certifications).
- Experience supporting a multi-site or global workforce.
- Experience in a fast-growing or technology-oriented organization.
- Experience with skills-based talent models, succession planning, and coaching programs.
Pay & BenefitsConsistent with Lattice Semiconductor values and applicable law, we provide the following information to promote pay transparency and equity. We have a market-based pay structure which varies by location. Please note that the base pay range is a guideline, and our compensation range reflects the cost of labor in the U.S. geographic market based on the location of the role. Pay within these ranges varies and depends on job-related knowledge, skills, and relevant work experience.
For candidates who receive and offer, the starting salary will vary based on various factors including, but not limited to, such qualifications as, skill level, competencies, and work location. The range provided may represent a candidate range and may not reflect the full range for an individual tenured employee.
Base Pay Range280456.2
In addition to base pay, this role may be eligible for variable/ incentive compensation and/ or equity. In addition, this role is eligible for a comprehensive, competitive benefits package which may include healthcare and retirement plans, paid time off, and more!
