Easterseals Southern California
Learning & Leadership Development Program Manager
Easterseals Southern California, Irvine, California, United States, 92713
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Learning & Leadership Development Program Manager
role at
Easterseals Southern California .
Easterseals is leading the way to full equity, inclusion and access through life‑changing disability and community services. For more than 100 years, we have worked tirelessly with our partners to enhance quality of life and expand local access to healthcare, education and employment opportunities. Easterseals Southern California provides essential services and on‑the‑ground supports to more than 15,000 people each year—including early childhood programs, autism services, daily and independent living services for adults, employment programs, veterans’ services and more. Our public education, policy and advocacy initiatives positively shape perceptions and address the urgent and evolving needs of the one in four Americans with disabilities today. Together, we’re empowering people with disabilities, families and communities to be full and equal participants in society.
Join us as we seek to be the most inclusive place for people with disabilities to live, learn, work and play.
easterseals.com/southerncal
Salary Range: $96,000 - $130,000
Overview of Position Leads the strategic design, development, and execution of leadership programs that drive organizational capability, enhance leadership effectiveness, and build a strong leadership pipeline. This role will assess leadership competency gaps, develop targeted leadership tracks, and implement scalable leadership development solutions that align with the organization’s business goals. The Leadership Development Program Manager will work out of the “Leadership Development” Center of Expertise (CoE) and will have a deep understanding of capability & capacity building assessments, leadership development roadmaps, and cutting‑edge learning methodologies.
Essential Functions
Develop and execute a comprehensive leadership development strategy that aligns with our vision and impact plan.
Design and architect leadership tracks for different leadership levels (e.g., emerging leaders, mid‑level managers, senior executives). Create learning pathways that align with career progression, succession planning, and business priorities.
Implement action‑learning projects, mentoring programs, coaching frameworks, and experiential learning opportunities.
Establish a leadership capability framework and define core leadership competencies for the organization.
Leverage psychometric assessments (Hogan, CliftonStrengths, DISC, MBTI) to enhance leadership growth and self‑awareness.
Curate and integrate blended learning solutions—including executive coaching, workshops, digital learning, simulations, peer learning networks, and mentorship initiatives—to cultivate leadership pipelines.
Identify and implement best‑in‑class leadership methodologies, including experiential learning, coaching, assessments, and running leadership labs.
Conduct leadership needs assessments, talent reviews, 360 feedback and gap analyses to determine key leadership development priorities.
Partner with HR Business Partners, service line leaders, executives, and key stakeholders to identify leadership capability gaps and create tailored learning interventions.
Collaborate with Learning & Development service line teams to develop and refine training materials based on learner feedback and business needs.
Design and implement scalable, high‑impact leadership programs that develop future leaders and accelerate leadership readiness.
Develop a mix of learning modalities, including workshops, coaching, mentoring, e‑learning, executive education, and action learning projects.
Create and implement succession planning initiatives to build a strong leadership pipeline.
Drive learning innovation by incorporating AI‑powered learning tools, adaptive learning, and gamification into leadership programs.
Develop personalized learning experiences using data‑driven insights and behavioral analytics.
Utilize eLearning platforms (LMS/LXP), virtual reality, and mobile learning solutions to create scalable leadership training.
Ensure leadership programs embed DEI principles, inclusive leadership, and cultural intelligence.
Evaluate and leverage external leadership development partners, universities, and vendors to enhance program offerings.
Deliver engaging and interactive training sessions (instructor‑led, virtual, or blended learning), workshops, and leadership labs on various leadership topics.
Facilitate and lead psychometric assessments such as DISC, CliftonStrengths, 360 feedback and others.
Facilitate team‑building activities and immersions during off‑sites and leadership council meetings and engagements.
Adapt facilitation style to different learning audiences and adjust content delivery based on participant needs.
Utilize modern learning techniques such as microlearning, storytelling, and experiential learning to enhance engagement.
Act as a trusted advisor to senior leaders, guiding them on leadership development strategies.
Champion leadership development as a key driver of organizational culture and transformation.
Partner with HR, L&OD team, service lines and DEIA teams to ensure leadership programs support organizational goals.
Facilitate executive coaching, leadership retreats, leadership off‑sites, and forums for cross‑functional collaboration.
Manage relationships with external vendors, executive coaches, and leadership training partners.
Develop and track key performance indicators (KPIs) to measure the success and impact of leadership development initiatives and the six leadership tracks.
Regularly evaluate and refine leadership programs based on participant feedback, business impact, and evolving leadership trends.
Stay ahead of emerging trends in leadership development, incorporating innovative approaches and technologies.
Education
Bachelor’s degree in HR, Leadership, organizational development, Business Administration, Psychology, or a related field.
Certifications in leadership assessments such as MBTI, Hogan Assessments, KornFerry, or CliftonStrengths are a strong plus.
ICF certification in executive coaching is strongly preferred.
Experience
5+ years of experience in leadership development, organizational development, or talent management.
Knowledge, Skills, Abilities
Proven expertise in designing and executing leadership development programs at multiple leadership levels.
Strong background in executive coaching, leadership assessments, and succession planning.
Experience leveraging learning technologies, digital learning solutions, and blended learning approaches.
Deep knowledge of leadership theories, adult learning principles, and talent development best practices.
Strong business acumen and ability to align leadership development strategies with business objectives.
Excellent facilitation, consulting, and stakeholder management skills.
Work Conditions
Carrying/Lifting: Occasional, 0–30 lbs.
Standing: Occasional, up to 3 hours per day.
Sitting: Constant, up to 8 hours per day.
Walking: Occasional, up to 3 hours per day.
Repetitive Motion/Activity: Keyboard activity, telephone use, writing.
Visual Acuity: Ability to view computer monitor and read newsprint.
Travel
The working environment is generally favorable. Lighting and temperatures are adequate, and there are no hazardous or unpleasant conditions caused by noise, dust, etc.
#J-18808-Ljbffr
Learning & Leadership Development Program Manager
role at
Easterseals Southern California .
Easterseals is leading the way to full equity, inclusion and access through life‑changing disability and community services. For more than 100 years, we have worked tirelessly with our partners to enhance quality of life and expand local access to healthcare, education and employment opportunities. Easterseals Southern California provides essential services and on‑the‑ground supports to more than 15,000 people each year—including early childhood programs, autism services, daily and independent living services for adults, employment programs, veterans’ services and more. Our public education, policy and advocacy initiatives positively shape perceptions and address the urgent and evolving needs of the one in four Americans with disabilities today. Together, we’re empowering people with disabilities, families and communities to be full and equal participants in society.
Join us as we seek to be the most inclusive place for people with disabilities to live, learn, work and play.
easterseals.com/southerncal
Salary Range: $96,000 - $130,000
Overview of Position Leads the strategic design, development, and execution of leadership programs that drive organizational capability, enhance leadership effectiveness, and build a strong leadership pipeline. This role will assess leadership competency gaps, develop targeted leadership tracks, and implement scalable leadership development solutions that align with the organization’s business goals. The Leadership Development Program Manager will work out of the “Leadership Development” Center of Expertise (CoE) and will have a deep understanding of capability & capacity building assessments, leadership development roadmaps, and cutting‑edge learning methodologies.
Essential Functions
Develop and execute a comprehensive leadership development strategy that aligns with our vision and impact plan.
Design and architect leadership tracks for different leadership levels (e.g., emerging leaders, mid‑level managers, senior executives). Create learning pathways that align with career progression, succession planning, and business priorities.
Implement action‑learning projects, mentoring programs, coaching frameworks, and experiential learning opportunities.
Establish a leadership capability framework and define core leadership competencies for the organization.
Leverage psychometric assessments (Hogan, CliftonStrengths, DISC, MBTI) to enhance leadership growth and self‑awareness.
Curate and integrate blended learning solutions—including executive coaching, workshops, digital learning, simulations, peer learning networks, and mentorship initiatives—to cultivate leadership pipelines.
Identify and implement best‑in‑class leadership methodologies, including experiential learning, coaching, assessments, and running leadership labs.
Conduct leadership needs assessments, talent reviews, 360 feedback and gap analyses to determine key leadership development priorities.
Partner with HR Business Partners, service line leaders, executives, and key stakeholders to identify leadership capability gaps and create tailored learning interventions.
Collaborate with Learning & Development service line teams to develop and refine training materials based on learner feedback and business needs.
Design and implement scalable, high‑impact leadership programs that develop future leaders and accelerate leadership readiness.
Develop a mix of learning modalities, including workshops, coaching, mentoring, e‑learning, executive education, and action learning projects.
Create and implement succession planning initiatives to build a strong leadership pipeline.
Drive learning innovation by incorporating AI‑powered learning tools, adaptive learning, and gamification into leadership programs.
Develop personalized learning experiences using data‑driven insights and behavioral analytics.
Utilize eLearning platforms (LMS/LXP), virtual reality, and mobile learning solutions to create scalable leadership training.
Ensure leadership programs embed DEI principles, inclusive leadership, and cultural intelligence.
Evaluate and leverage external leadership development partners, universities, and vendors to enhance program offerings.
Deliver engaging and interactive training sessions (instructor‑led, virtual, or blended learning), workshops, and leadership labs on various leadership topics.
Facilitate and lead psychometric assessments such as DISC, CliftonStrengths, 360 feedback and others.
Facilitate team‑building activities and immersions during off‑sites and leadership council meetings and engagements.
Adapt facilitation style to different learning audiences and adjust content delivery based on participant needs.
Utilize modern learning techniques such as microlearning, storytelling, and experiential learning to enhance engagement.
Act as a trusted advisor to senior leaders, guiding them on leadership development strategies.
Champion leadership development as a key driver of organizational culture and transformation.
Partner with HR, L&OD team, service lines and DEIA teams to ensure leadership programs support organizational goals.
Facilitate executive coaching, leadership retreats, leadership off‑sites, and forums for cross‑functional collaboration.
Manage relationships with external vendors, executive coaches, and leadership training partners.
Develop and track key performance indicators (KPIs) to measure the success and impact of leadership development initiatives and the six leadership tracks.
Regularly evaluate and refine leadership programs based on participant feedback, business impact, and evolving leadership trends.
Stay ahead of emerging trends in leadership development, incorporating innovative approaches and technologies.
Education
Bachelor’s degree in HR, Leadership, organizational development, Business Administration, Psychology, or a related field.
Certifications in leadership assessments such as MBTI, Hogan Assessments, KornFerry, or CliftonStrengths are a strong plus.
ICF certification in executive coaching is strongly preferred.
Experience
5+ years of experience in leadership development, organizational development, or talent management.
Knowledge, Skills, Abilities
Proven expertise in designing and executing leadership development programs at multiple leadership levels.
Strong background in executive coaching, leadership assessments, and succession planning.
Experience leveraging learning technologies, digital learning solutions, and blended learning approaches.
Deep knowledge of leadership theories, adult learning principles, and talent development best practices.
Strong business acumen and ability to align leadership development strategies with business objectives.
Excellent facilitation, consulting, and stakeholder management skills.
Work Conditions
Carrying/Lifting: Occasional, 0–30 lbs.
Standing: Occasional, up to 3 hours per day.
Sitting: Constant, up to 8 hours per day.
Walking: Occasional, up to 3 hours per day.
Repetitive Motion/Activity: Keyboard activity, telephone use, writing.
Visual Acuity: Ability to view computer monitor and read newsprint.
Travel
The working environment is generally favorable. Lighting and temperatures are adequate, and there are no hazardous or unpleasant conditions caused by noise, dust, etc.
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