Sr. Manager, Leadership Growth & Enablement

JOB SUMMARY:

The Senior Manager Leadership Growth & Enablement is responsible for stewarding the enterprise systems that support leadership growth outside of formal development programs. This role owns strategy delivery and governance for coaching leadership assessments HiPo development executive onboarding leadership orientation and the enterprise nomination processes ensuring these levers are applied thoughtfully consistently and in alignment with leadership standards talent strategy and business needs.

This role sits within the Leadership Capability & Learning COE and partners closely with HR Business Partners Talent Management Talent Acquisition and Organizational Effectiveness to ensure leadership growth investments are equitable rigorous and impactful. This role requires strong judgment influence and systems thinking.

MAJOR RESPONSIBILITIES:

Enterprise Coaching & Leadership Assessments

• Own the enterprise philosophy guardrails and quality standards for leadership coaching
• Source select and steward a pool of external executive and leadership coaches
• Partner with HRBPs to determine when coaching and assessments are appropriate and how they should be scoped
• Conduct or oversee developmental assessment debriefs
• Ensure coaching and assessment practices align to leadership expectations and future capability needs

HiPo & Accelerated Leader Development

• Own governance and orchestration of HiPo and accelerated leadership development programs
• Partner with Leadership Architects and Designers to shape program intent and structure
• Integrate assessment readiness and succession inputs into HiPo experiences
• Ensure HiPo development aligns to enterprise leadership standards and succession priorities

Executive Onboarding

• Own the leadership development components of executive onboarding for VP and above
• Define early leadership capability focus and development sequencing for new executives
• Recommend coaching assessments and leadership pathways to accelerate effectiveness
• Partner with HRBPs while maintaining enterprise consistency and standards

Leadership Program Nomination Governance

• Own the enterprise process for identifying and recommending nominees for nomination-based leadership programs
• Partner with Talent Management to align nominations to program intent talent review outcomes and succession data
• Provide principled capability-based recommendations to HR and senior leaders
• Ensure nomination processes are consistent equitable and strategically aligned
• Serve as the primary enterprise point of contact for the NBCUniversal Talent Lab including coordination nomination alignment and ongoing partnership with NBCU talent teams.

Leadership Orientation & Learning Governance

• Own UDX Leadership Orientation experience ensuring programs tools and processes are in to place to guide leaders understanding of leadership expectations development pathways and available growth resources
• Shape and facilitate the Learning Council (cohort of in-location learning teams across the globe) to support best-practice sharing integration and reduced duplication amongst local talent teams
• Partner with Org Effectiveness to translate leadership growth data into insights and impact narratives for senior leaders
• Understand and actively participate in Environmental Health & Safety responsibilities by following established UDX policy procedures training and team member involvement activities.
• Perform other duties as assigned

EDUCATION:

• Bachelors degree in organizational development (OD) Industrial-Organizational Psychology HR or related field required.

EXPERIENCE:

• Required:
  • 7 years of experience in leadership development organizational development talent management or related fields
  • Demonstrated experience with executive coaching leadership assessments or HiPo development
  • Experience conducting or overseeing developmental assessment debriefs with senior leaders.
  • Strong judgement and comfort operating in complex ambiguous environments
  • Experience partnering with HRBPs and Talent teams
  • Ability to influence without formal authority
  • Strong facilitation and executive presence for selective high-impact conversations
• Preferred:
  • Experience supporting VP and executive populations
  • Certification or formal training in leadership assessments such as Hogan DiSC CliftonStrengths or comparable tools.
  • Familiarity with succession planning and talent review processes
  • Experience working with external leadership development vendors and coaches
  • Background in large matrixed or fast-paced organizations.

Your talent skills and experience will be rewarded with a competitive compensation package.

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