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Job description
THE TEAM YOU WILL BE JOINING
A highly visible People leadership team supporting both operational and corporate functions across a complex, fast-moving organization
A growing organization navigating business transformation, operational expansion, and an increased concentration of leadership in Charlotte
A collaborative team partnering closely with senior executives, operational leaders, People Business Partners, talent management, and learning teams
A culture centered on safety, accountability, operational excellence, and developing leaders who can effectively guide teams through change
A director-level position reporting directly to the Vice President of People, with responsibility for leading and influencing enterprise-wide initiatives
What They Offer You
The opportunity to build and modernize an enterprise leadership development strategy, not simply maintain an existing catalog of programs
Significant visibility with senior leadership and the ability to influence how frontline leaders, managers, directors, and high-potential talent are developed
Ownership of initiatives spanning leadership development, succession readiness, onboarding, organizational transformation, and manager effectiveness
The ability to introduce digital learning and responsible AI-enabled solutions that improve access, personalization, productivity, and coaching
A platform to evaluate, redesign, scale, or retire programs based on measurable business value and organizational needs
A Charlotte-based leadership opportunity offering stability, strong benefits, and meaningful career impact
LOCATION:
On-site 4 days a week in Charlotte NC
WHY THIS ROLE IS IMPORTANT
The organization is at an inflection point and needs a strategic builder who can assess leadership capability gaps and create a clear, scalable development roadmap
This leader will strengthen the readiness of frontline leaders, managers, directors, and succession candidates for broader responsibilities
This person will connect leadership development more closely to succession planning, performance management, retention, and organizational change
They will help operational and corporate leaders translate business challenges into practical development solutions rather than generic, one-size-fits-all training
The director will establish meaningful measures for leadership readiness, behavior change, adoption, internal bench strength, onboarding effectiveness, and business impact
Their work will directly support the organization’s ability to scale, navigate transformation, and maintain strong leadership and safety standards across the business
THE BACKGROUND THAT FITS
Eight or more years of progressive experience in leadership development, organizational development, talent management, enterprise learning, or a related discipline
Demonstrated success designing, rebuilding, or scaling leadership programs, capability frameworks, and development pathways across multiple leadership levels
A consultative, business-facing approach with experience partnering with senior executives and operational leaders to diagnose needs and create practical solutions
Experience connecting leadership development to succession planning, high-potential development, onboarding, performance leadership, or enterprise transformation
The ability to move comfortably between strategy and execution—from assessing organizational needs to implementing programs and measuring outcomes
Strong change leadership, facilitation, coaching, communication, and influencing skills, particularly within complex or decentralized organizations
Experience within a large, operationally intensive organization, along with exposure to digital learning, LMS platforms, workforce analytics, or AI-enabled capability building
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Worksite address
charlotte, NC, 28245, US
Who can apply
Review the original listing for work authorization, qualifications and employer requirements.