Director, Leadership Development & Capability Strategy

Director, Leadership Development & Capability Strategy Workplace: On-site, Hybrid, Remote Job Summary This role sits within a strategic HR function and builds the leadership and workforce capabilities the business needs to compete as the work changes. It operates in two directions: as a strategic HR partner, it works directly with business areas to diagnose current and future skill needs and to shape where Farmers invests in talent. As the owner of the leadership development portfolio, it turns those priorities into skilling and leadership solutions that deliver measurable impact. The role carries a clear, research-backed point of view on the skills of the future, including how artificial intelligence is reshaping roles and the human capabilities that grow in value alongside it. It owns the full lifecycle of leadership programs and provides operational leadership for key organizational priorities, communications, and internal initiatives. Essential Job Functions Partner with the business on skills and capability. Serve as a strategic HR partner to business areas on workforce capability and skilling. Work with business leaders to diagnose current and future skill needs and to decide where to build, buy, or borrow talent. Hold a clear, research-backed point of view on the skills of the future, including the capabilities most affected by artificial intelligence. Build and maintain a skills framework that connects roles to the capabilities the business needs. Translate enterprise and business-area strategy into practical skilling priorities and learning pathways. Use workforce and skills data to target up-skilling and reskilling investments. Advise leaders on how AI is changing work, which tasks it augments or automates, and which human skills to grow in response. Diagnose needs and set priorities. Serve as primary liaison to senior business leaders to assess leadership and organizational capability needs. Conduct structured diagnostics to identify performance gaps and translate them into development priorities. Lead intake and prioritization for capability and leadership development requests, ensuring alignment with enterprise strategy. Partner with learning and HR stakeholders to align programs with workforce and talent planning. Build relationships across business units to drive adoption of enterprise capability and leadership solutions. Build and evolve the leadership portfolio. Lead and continuously improve a multi-tier leadership development portfolio. Design and implement structured learning experiences including assessments, coaching, and cohort models. Evaluate program effectiveness using defined metrics and use feedback to drive continuous improvement. Ensure programs deliver measurable impact on leadership capability and business outcomes. Identify and phase out under-performing programs. Introduce enhanced or new offerings based on data and business needs. Support internal awareness and engagement tied to leadership development offerings. Deliver programs at scale. Oversee the end-to-end lifecycle of leadership and capability programs. Manage a portfolio of concurrent programs, ensuring on-time, high-quality delivery within defined scope. Coordinate vendors, facilitators, and internal resources to support execution. Establish and maintain program management systems, tools, and reporting mechanisms. Implement standardized processes to support consistency, scalability, and reduced delivery risk. Drive priority initiatives and communications. Lead planning and execution of high-priority organizational initiatives that require cross-functional coordination. Oversee internal communications related to capability, leadership development, and key organizational programs. Manage enterprise-wide initiatives, events, and campaigns aligned to organizational priorities. Establish and maintain operating rhythms, including goal tracking, stakeholder reporting, and leadership updates. Ensure effective coordination, execution, and visibility of strategic initiatives across the organization. Perform other duties as assigned. Experience Requirements Minimum 10 years of experience in organizational learning, leadership development, or organizational effectiveness. Minimum 4 years managing a portfolio of programs at enterprise scale. Experience partnering with business leaders on workforce capability, skills strategy, or strategic workforce planning. Education Requirements Required Bachelors Degree in business, human resources, organizational psychology, or a related field. Additional Qualifications Partners with the business on capability and skilling needs. Works with business leaders to translate strategy into skilling priorities and to guide build, buy, or borrow talent decisions. Maintains a strong point of view on future skills and AI. Holds a current, evidence-based view of the skills of the future and how artificial intelligence is changing roles across the business. Applies skills-based approaches to talent development. Familiar with skills frameworks, capability mapping, and skills-based approaches to development and workforce planning. Develops and delivers effective presentations. Ability to utilize data and measurement results in crafting compelling ROI arguments. Possesses strong product knowledge. Fluency with leadership development frameworks such as Situational Leadership II, DiSC, coaching for performance, psychological safety, and inclusive leadership practices. Demonstrated analytical skills. Knowledge of the Kirkpatrick framework (Levels 1 to 4) and pre and post evaluation designs. Physical Actions Job is performed in-person at a Farmers office or virtually at an approved alternative work location. The physical work environment is indoors and climate-controlled with adequate lighting and ventilation. Frequent distractions include background noise produced by office equipment and chatter among people, as well as interruptions. Frequently sits for prolonged periods of time, up to a full shift. Occasionally moves about the workplace including navigating stairs, ramps, and level or uneven surfaces. Occasionally moves, pushes, pulls, lifts, carries, and/or places objects or materials weighing up to 25 pounds without assistance. Frequently uses shoulders, arms, hands, and fingers to manipulate equipment, tools, and objects necessary to perform job duties. Frequently performs fine motor tasks such as typing, mousing, or writing, up to a full shift. Rarely performs movements such as bending, stooping, crouching, kneeling, twisting, and reaching overhead or below the knees. Possesses clear vision, with or without correction, to visually read and verify information. Relies on depth perception and peripheral vision to navigate the work environment visually by identifying barriers, changes in terrain and locating objects. Possesses adequate hearing, with or without correction, to communicate with co-workers, respond promptly to auditory signals or alarms, and discern sounds essential for maintaining safety and productivity in the workplace. Jobs in this category require rare, if any, travel. Benefits Competitive salary commensurate with experience, qualifications, and location. Location-based salary ranges:

CA: $146,925 - $249,700

CO: $137,775 - $215,490

HI/IL/MN/VT: $137,775 - $230,560

MA: $137,775 - $230,560

MD: $137,775 - $230,560

DC/NJ/NY/OH: $137,775 - $249,700

Albany County, NY/Cleveland, OH: $146,925 - $215,490

WA: $137,775 - $262,000

Bonus Opportunity (based on Company and Individual Performance) 401(k) Medical Dental Vision Health Savings and Flexible Spending Accounts Life Insurance Paid Time Off Paid Parental Leave Tuition Assistance For more information, review "What we offer" on Job Location(s): United States Farmers will consider for employment all qualified applicants, including those with criminal histories, in accordance with the Los Angeles Fair Chance Initiative for Hiring Ordinance or other applicable law. Pursuant to 18 U.S.C. Section 1033, Farmers is prohibited from employing any individual who has been convicted of any criminal felony involving dishonesty or a breach of trust without prior written consent from the state Department of Insurance. It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability. Farmers is an Equal Opportunity Employer and does not discriminate in any employer/employee relations based on race, color, religion, gender, sexual orientation, gender expression, genetic information, national origin, age, disability, marital status, military and veteran's status, or any other basis protected by applicable discrimination laws. #J-18808-Ljbffr Farmers Insurance