Director, Leadership Development & Succession

September 7, 2026

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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.

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