Sr Director of Skills Strategy & Development

This position requires office presence of a minimum of 5 days per week and is only located in the location(s) posted. No relocation is offered. AT&T empowers leaders to drive change in a fast-evolving, connected world. The AVP of Skills, Strategy & Development leads the design and execution of the organization’s enterprise capability strategy, ensuring the workforce is equipped with the skills, leadership behaviors, and development experiences required to achieve current and future business priorities. Key Responsibilities Lead the development and evolution of the enterprise skills strategy aligned to business priorities, workforce transformation needs, and future capability requirements. Design and maintain enterprise-wide skills and capability frameworks, including technical, professional, leadership, and future-ready skills. Define proficiency models, behavioral expectations, and measurable indicators of successful performance across organizational levels. Partner with business leaders to identify emerging capability needs driven by market, technology, AI, and strategic transformation. Define the leadership and manager capabilities required for organizational success and long-term growth. Build scalable leadership development architecture that supports frontline leaders through executives. Establish clear behavioral expectations and leadership standards tied to performance, culture, and business outcomes. Ensure leadership development experiences drive measurable behavior change, organizational effectiveness, and leadership readiness. Embed skills and capability frameworks into talent acquisition, succession planning, internal mobility, career pathways, and performance management practices. Partner with Talent Management and HR Business Partners to align workforce development priorities with business strategy. Support the transition toward skills-based talent practices and workforce planning approaches. Create development strategies that accelerate employee growth, engagement, retention, and organizational agility. Design the enterprise development architecture and skill building strategies for the enterprise and specific business segments. Ensure learning investments align with enterprise capability priorities and measurable business outcomes. Leverage modern learning technologies, talent marketplaces, and skills intelligence platforms to personalize and scale development. Utilize workforce and talent data to identify capability gaps, workforce risks, and development priorities. Establish metrics and dashboards that measure skill growth, leadership effectiveness, internal mobility, readiness, and business impact. Drive data-informed decision-making regarding workforce capability investments and development strategies. Serve as a strategic advisor to senior leaders on workforce capability and leadership development priorities. Lead enterprise adoption of skills-based approaches and capability transformation initiatives. Influence cross-functional stakeholders to align organizational systems, talent practices, and culture around enterprise capability goals. Champion a culture of continuous learning, adaptability, and performance excellence. Qualifications 10+ years of progressive experience in leadership development, talent management, workforce transformation, organizational effectiveness, or enterprise learning strategy. Demonstrated experience building enterprise capability or skills strategies in complex organizations. Strong understanding of leadership development, behavioral change, organizational effectiveness, and workforce planning. Experience integrating skills frameworks into broader talent systems and business processes. Proven ability to influence senior executives and lead enterprise-wide transformation initiatives. Strong analytical, strategic thinking, and change leadership capabilities. Experience with skills intelligence, learning, HRIS, or talent marketplace platforms preferred. Success Measures Increased organizational capability readiness aligned to business strategy. Improved leadership effectiveness and manager capability metrics. Increased internal mobility and succession pipeline strength. Measurable behavior changes and development impact. Adoption and integration of enterprise skills frameworks across talent systems. Enhanced workforce agility and future-readiness. Annual salary range: $191,400.00 – $287,200.00 (USD) – may vary by geography, experience, expertise, and education/training. Benefits include: Medical/Dental/Vision coverage 401(k) plan Tuition reimbursement program Paid Parental Leave Paid Caregiver Leave Additional sick leave beyond what state and local law require may be available but is unprotected Adoption Reimbursement Disability Benefits (short term and long term) Life and Accidental Death Insurance Supplemental benefit programs: critical illness/accident hospital indemnity/group legal Employee Assistance Programs (EAP) Extensive employee wellness programs Employee discounts up to 50% off on eligible AT&T mobility plans and accessories, AT&T internet (and fiber where available) and AT&T phone Long Term Grants and Deferred Compensation Paid Time Off and Holidays (at least 28 days of vacation each year and 9 company-designated holidays) Policy: AT&T provides equal employment opportunity to all persons regardless of age, color, national origin, citizenship status, physical or mental disability, race, religion, creed, gender, sex, sexual orientation, gender identity, and/or expression, genetic information, marital status, status with regard to public assistance, veteran status, or any other characteristic protected by federal, state or local law. AT&T will provide reasonable accommodations for qualified individuals with disabilities. AT&T is a fair chance employer and does not initiate a background check until an offer is made. Location: Dallas, Texas. #J-18808-Ljbffr Cricket Wireless LLC.