Director - Talent and Leadership Development

Description The Director, Talent and Leadership Development will oversee the Enterprise Talent Assessment and Succession Planning process as well as recommend, design, develop, and deliver programs that drive engagement, support the development of leadership skills at all levels of the organization and strengthen our talent pipeline. Reporting to the Vice President, Organizational Development, this strategic, hands‑on, and highly visible role partners closely with business leaders, HR, and talent partners to analyze business and leadership development needs and develop programmatic solutions to build and mobilize effective and inclusive leadership capabilities and behaviors that drive greater levels of engagement and performance in our Associates. For this role, we’re looking for an experienced talent development professional who is a strategic and analytical thinker, business‑minded and collaborative partner, innovative builder, and creative problem solver. This individual will possess a strategic mindset, strong consultative skills and have a track‑record of designing impactful leadership development solutions. Our Talent Development team is a small, but mighty group focused on being exceptional business partners who deeply know the business and develop practical, but impactful talent solutions, interventions and programs. This role is located at our corporate headquarters in Palm Beach Gardens, FL, with one remote day per week. Job Responsibilities Talent Development Strategy Support the execution of a multi‑year talent development strategy aligned to business objectives and growth priorities Shift the organization from a training‑focused model to a capability‑driven development approach Establish frameworks that link skill development to business outcomes and performance metrics Identify future workforce capability needs and translate them into actionable development plans Leadership Development & Succession Planning Deliver leadership development programs for frontline, mid‑level, and senior leaders Build and maintain enterprise succession planning processes, including readiness assessments and risk mitigation strategies Partner with the executive team to identify and accelerate high‑potential talent Ensure leadership pipelines are robust, diverse, and future‑ready Additional Job Responsibilities Performance & Career Development Integration Integrate talent development with performance management and career pathing frameworks Develop clear, role‑based career pathways and skill progression models Enable managers to own development through coaching tools, frameworks, and resources Promote a culture of continuous learning and internal mobility Measurement & Analytics Define and track KPIs to measure the impact of development initiatives (e.g., leadership bench strength, internal mobility, capability attainment, retention of high performers) Use data and external benchmarks to continuously refine development strategies Deliver executive‑level reporting on talent health, pipeline strength, and ROI Continued Responsibilities Stakeholder Engagement & Change Leadership Serve as a trusted advisor to senior leaders on talent development and organizational capability Lead enterprise‑wide change management efforts related to talent initiatives Drive strong alignment across HR COEs (Talent Acquisition, Total Rewards, HR Operations) Communicate talent strategies in a clear, compelling, and business‑relevant way Qualifications Bachelor’s degree in business management, Human Resources, Organizational Development, Learning Design & Technology, Instructional Design or related field required. Minimum of 8 years of relevant work experience (HR, talent management, L&D, leadership development, project and program management) with a minimum of 3 years’ experience designing and managing leadership development programs within a complex organization. Experience and demonstrated success in program, process and project management, including ability to develop complex, multi‑faced programs from end‑to‑end with complex tasks, timelines, and resource management. Established track record for taking a consultative approach to designing and delivering innovative learning programs with measurable business results that meet stakeholder needs. Strong executive presence and excellent written and oral communication, consultation and facilitation skills. Demonstrated critical thinking skills and ability to balance tactical and strategic‑thinking and execution. Deep subject matter expertise and experience with innovative and best practice learning and leadership development models, programs, vendors and technology. Ability to partner and build credibility and relationships at all levels of the organization. Demonstrated experience in identifying, tracking and reporting on learning impact metrics. Strong working proficiency with Microsoft Office Suite, as well as the ability to create compelling visual marketing and branded materials through a variety of design tools, applications and platforms. Experience working with and leveraging Learning Management Systems (LMS) and learning technology platforms to support and drive learning delivery and learner engagement. Benefits Market competitive compensation 401(k) and Roth with company match. Immediate 100% vesting Comprehensive benefits including medical, dental and vision Company paid short term disability and employer subsidized long term disability Company paid life insurance Discounted tire purchasing Tuition reimbursement Employee assistance program Generous paid vacation and paid time off Customizable voluntary benefits and More Mission Critical Competencies Strategic Mindset: seeing ahead to future possibilities and translating them into breakthrough strategies. Action Oriented: Taking on new opportunities and tough challenges with a sense of urgency, high energy, and enthusiasm. Cultivates Innovation: Creating new and better ways for the organization to be successful. Collaborates: Building partnerships and working collaboratively with others to meet shared objectives Customer Focus: Building strong customer relationships and delivering customer‑centric solutions. Develops Talent: Developing people to meet both their career goals and the organization’s goals. Ensures Accountability: Holding self and others accountable to meet commitments. Drives Engagement: Creating a climate where people are motivated to do their best to help the organization achieve its objectives. Communicates Effectively: Developing and delivering multi‑mode communications that convey a clear understanding of the unique needs of different audiences. Instills Trust: Gaining the confidence and trust of others through honesty, integrity, and authenticity. Change Management: Effective sponsorship, change agent and influencing skills. Adaptive, agile, flexible, open‑minded. Proven ability to build cross‑functional commitment, lead, simplify and scale complex dynamic organizations through transformational change. #J-18808-Ljbffr TBC Corporation