Strategic Leadership Development Manager

7 days ago

Provo, Utah, United States Qualtrics Full time

We are committed to nurturing talent and enhancing leadership capabilities to drive success and innovation. As a Strategic Leadership Development Manager, you will play an essential role in this commitment by designing, implementing, and managing talent development programs tailored specifically for our leaders.

  • Program Design and Development: You take pride in creating meaningful learning experiences through innovative training materials and workshops.
  • Interactive Facilitation: Facilitating engaging training sessions energizes you, as you love improving participation and learning outcomes.
  • Collaborative Mindset: You enjoy collaborating with regional leaders and HR teams to align talent development strategies with organizational goals.
  • Data-Driven Evaluation: You believe in continuous improvement, using metrics to evaluate program effectiveness and drive enhancements.
  • Promotion of Learning Culture: You're passionate about fostering a culture of growth, encouraging employees to take ownership of their development.

How You'll Grow:

  • Lead with Influence: Develop your leadership skills, inspiring and motivating teams to achieve exceptional results.
  • Expand Your Horizons: Gain exposure to diverse work cultures and global business practices.
  • Become a Strategic Partner: Build strong relationships with senior leadership and contribute to Qualtrics' overall success.
  • Make a Lasting Impact: Leave a legacy of positive change, shaping the future of work for Qualtrics employees worldwide.

Responsibilities:

  • Program Design and Development:
    • Design, implement, and evaluate Manager Excellence development initiatives for all people manager personas.
    • Create engaging and impactful training materials, workshops, and resources that enhance leadership capabilities and promote best practices.
    • Develop and customize scalable leadership enablement programs that align with regional objectives and organizational priorities, including workshops, training sessions, and digital learning resources.
    • Ensure programs continuously address diverse leadership styles, cultural contexts, and operational challenges unique to each region.
  • Training Delivery and Facilitation:
    • Facilitate engaging and interactive leadership training sessions and workshops regionally, utilizing various instructional methods to enhance participation and learning outcomes.
    • Collaborate with designated leaders to promote and encourage participation in development initiatives.
  • Collaboration and Stakeholder Engagement:
    • Collaborate with the central HR team to align talent development strategies with designated leadership stakeholders' objectives and initiatives.
    • Serve as a trusted advisor to designated leadership stakeholders on talent management trends, best practices, and strategies for effective leadership development.
  • Talent Management Enablement:
    • Support recurring Talent Management processes (e.g., Performance, Development & Feedback) by enabling managers to successfully navigate each aspect of the process, and elevating manager capabilities across core competency areas (e.g. goal-setting, feedback, coaching).
  • Needs Assessment:
    • Conduct comprehensive assessments to identify specific leadership development needs for each designated leadership stakeholder group and HR partners.
    • Analyze feedback and data to identify trends, strengths, and areas for improvement within designated leadership teams.
  • Evaluation and Continuous Improvement:
    • Create metrics and evaluation processes to regularly assess the effectiveness of leadership development programs, gathering feedback from participants and stakeholders.
    • Continuously refine and improve program content and delivery based on evaluation outcomes and evolving needs.
  • Reporting and Administration:
    • Maintain accurate records of program participation and outcomes, providing regular reports to designated leaders on the status and impact of development initiatives.
    • Manage the budget and resources allocated for management development programs effectively.

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