Director of Leadership Development (Inmar)

POSITION SUMMARY

This position is responsible for leading the assessment of organizational needs and the design, implementation and evaluation of programs that facilitate the professional development and continuous learning of associates, particularly executives and emerging leaders.    

PRIMARY JOB RESPONSIBILITIES

1. Design, implement and evaluate the performance of the organization’s leadership development efforts.  Coach executives, directors and managers in the implementation of the programs.  This includes a coordinated approach to the following programs:
• Leadership Development – Work with the Senior Team and other executives to develop an agreed upon organizational definition of “leadership”.  Measure managers, directors, and executives against the leadership attributes using 360⁰ evaluations.  Create tools for the development plans based on the results of the 360⁰.  Measure compliance and performance of the development plans.  Continuously improve the program to ensure maximum effectiveness.  
• Succession Planning – Develop process for succession planning for key executive leadership roles.  Ensure the implementation of the process.  Work with key executives and prospective successors to ensure developmental planning is progressing.  Monitor and measure the organization’s succession readiness and succession risks.
• Retention Risk Planning – Ensure the organization develops a retention risk profile for its current and emerging leaders.  Consider all aspects of the individual’s retention risk profile and develop recommendations to minimize those risks.
2. Create and manage the organization’s Rising Talent program in which 15-20 current associates are specifically nominated and groomed for higher levels of responsibility.  The program will include coursework in areas such as leadership, finance, and communication skills.  Practical training will include multiple, cross-functional team projects in various disciplines.
3. Construct and manage the organization’s High Potential program in which 5-10 recent college graduates are put through a two year job rotation program exposing each to multiple functions and business units.  The program also includes coursework in areas such as leadership, finance, and communication skills.
4. Model, implement and evaluate the company’s performance management system.  The program must ensure that managers are providing actionable goals for future expectations as well as fair and honest feedback on past performance.  The program must have mechanisms to create a broad distribution of performance evaluation.  The program must also be easy to use and make the most of available technology tools.  
5. Plan, implement and document career path opportunities for key, multi-incumbent positions within the organization.  This will include key expectations in terms of knowledge, skills, and abilities required to move from one level in the career path to the next.
6. Establish and implement professional training and non-professional training programs required to support the programs within Organizational Development.  This will include in-house coursework as well as externally available coursework.  This includes, but is not limited to sales training and development.  Conduct certain training programs supportive of the programs listed above.
7. Keep abreast of best practices in the field of Organizational and Leadership Development and incorporate those best practices internally.
8. Consult with management on performance, organizational, and leadership matters.   

QUALIFICATIONS

• Very enthusiastic and positive mindset
• Strong grasp of organizational and leadership development science and best practices
• Ability to start from scratch
• Innovative
• Ability to get things done and deliver results
• Honest and hard-working

EDUCATION & EXPERIENCE

• Ten to fifteen years of organizational and leadership development experience
• A record of success in designing, launching, and managing successful organizational and leadership development programs