Leadership and Development Manager - Support Office

Location 1460 Whitehall Road,Muskegon, MI, 49445,United States Base Pay $60,000.00 / Year Job Category Customer Support Office Employee Type Exempt Manage Others No Contact information Name Zachary Sullivan Phone View phone number on click.appcast.io Email View email address on click.appcast.io Wesco is looking for an innovative, people-focused Leadership and Development Manager to cultivate strong leaders, inspire professional growth, and develop a strong foundation for future talent! Summary The Leadership and Development Manager is responsible for designing, implementing, and continuously improving programs, processes, and tools that strengthen leadership capabilities, support career advancement, and improve Associate retention throughout Wesco. Working closely with the District Leader of Store Performance & Leadership Culture, HR, Operations, and other stakeholders, this position helps develop the training and infrastructure necessary to build a strong talent pipeline, accelerate leadership readiness, and enhance the Associate experience. This role combines strategic program development, cross-functional collaboration, and facilitation of leadership classes/forums to support organizational growth and a culture of continuous improvement. Key Responsibilities Leadership Development and Career Pathing Design, coordinate, and continuously improve leadership development programs, including Leadership Academy and other development initiatives. Partner with key stakeholders to establish clear career pathways, leadership competencies, and advancement opportunities Develop training, coaching, and mentorship resources that strengthen leadership capabilities and support Associate growth. Ensure development programs align with Wesco’s culture, operational expectations, and organizational priorities. Talent Bench and Succession Planning Collaborate to build and maintain the Talent Bench, tools, and processes that support the identification, assessment, and development of future leaders. Collaborate with Operations and HR to strengthen talent bench initiatives, including the Prospect Growth and Enablement Plan. Develop standardized assessments, readiness criteria, and tracking resources that enable leaders to manage Associate development and succession planning. Identify opportunities to strengthen internal advancement and maintain a sustainable leadership pipeline. Training Efficiency and Leadership Readiness Evaluate and improve existing training pathways to accelerate Associate readiness for advancement while maintaining or strengthening training quality. Partner with Operations to streamline training sequences, eliminate redundancies, and incorporate competency-based progression where appropriate. Develop assessments and measurable readiness standards that ensure Associates possess the knowledge, skills, and confidence necessary for leadership responsibilities. Monitor training timelines, completion trends, and development outcomes to identify opportunities for continuous improvement. Hiring, Interviewing, and Associate Retention Partner with HR, Operations, and other stakeholders to improve hiring, interviewing, onboarding, and retention processes. Develop interviewing training, tools, and mentorship programs that support new Location Managers and provide targeted development for managers needing additional support. Collaborate with HR to develop external recruiting programs and partnerships that attract qualified candidates and strengthen Wesco’s talent pipeline. Develop tools and resources that showcase Wesco’s career pathways and advancement opportunities to prospective Associates. Partner with HR and Operations to strengthen onboarding and development programs for external hires, helping them transition into Wesco’s culture and operational expectations. Leverage Associate feedback, hiring outcomes, retention trends, and successful store practices to develop training and processes that improve the Associate experience and long‑term retention. Program Effectiveness and Collaboration Partner closely with the District Leader of Store Performance & Leadership Culture to design, implement, and improve leadership and talent development initiatives. Evaluate program effectiveness using training metrics, leadership feedback, operational observations, and Brand Walk findings. Support LMS administration and leverage learning technologies to improve training delivery, accessibility, and reporting. Facilitate leadership classes, forums, and development sessions as needed to support organizational priorities and leadership growth. Identify innovative approaches and recommend improvements that strengthen organizational capability and operational performance. *Responsibilities and duties may evolve as needed. Qualifications Required Qualifications 3+ years of experience in leadership development, talent management, learning and development, or organizational development. Experience designing, coordinating, and evaluating leadership training and development programs. Strong understanding of adult learning principles, leadership development methodologies, and coaching practices. Excellent communication, facilitation, presentation, and interpersonal skills. Strong collaboration and relationship-building skills, with the ability to influence across departments. Strategic thinking, problem‑solving, and analytical skills with a focus on continuous improvement. Experience with Learning Management Systems, digital learning tools, and Microsoft Office applications. Strong organizational skills, high emotional intelligence, and a commitment to developing others. Understanding of employment law and ethical business practices relevant to training and hiring. Desired Qualifications Experience developing career pathways, talent bench programs, or succession planning processes. Experience improving training efficiency, competency assessments, or leadership readiness programs. Experience developing hiring, interviewing, mentorship, or retention initiatives. Knowledge of change management, organizational development, and leadership assessment tools. Experience supporting training programs across multiple locations or operational teams. Physical and Environmental Factors This position primarily operates in a professional office environment with frequent computer use and extended periods of sitting. Responsibilities may require travel to Wesco locations, participation in Brand Walks, and extended periods of standing or walking. Facility visits may involve exposure to varying temperatures, noise, and operational environments. Effective in-person, virtual, and written communication is required. Reasonable accommodations may be made to enable qualified individuals with disabilities to perform the essential functions of the position. #J-18808-Ljbffr Wesco-17cfd318