Senior Manager - Leadership Development

• Design and evolve the leadership development framework and curriculum spanning frontline supervisors through senior leaders.

• Translate business priorities and future skills needs into concrete program design decisions, in partnership with the Director.

• Build and run interventions using methodologies proven to drive behavioral change, including digital, blended, and experiential formats.

• Scan industry shifts, technology, and emerging leadership practices to keep the curriculum current and competitive.

• Own training needs analysis (TNA) for the leadership pillar identifying leadership gaps and future capability requirements directly with business leaders.

• Prioritize which capability gaps get addressed first based on business impact and urgency.

• Feed TNA findings back into the leadership framework and curriculum roadmap.

• Personally deliver leadership training sessions across levels stay hands-on in delivery, not only design.

• Personally coach business leaders as part of the department's coaching culture.

• Structure and scale the internal coaching culture, including coach selection criteria and coaching standards.

• Select and manage external facilitators, content providers, and assessment tools when specialist delivery is required.

• Build leadership development capability within HR Business Partners and Line Managers so expertise scales beyond the central team.