Leadership Development Programming 

• Consults with senior departmental leaders and People Business Partners in the identification of leadership development needs/program support. 
• Partners with external consultants in the customization and delivery of leadership development programs.
• Supports internal teams by presenting, facilitating, and/or developing leadership development content and support materials to a wide range of audiences and seniority levels.
• Analyzes the results of assessment and surveys (e.g., talent planning feedback, engagement surveys, 360-degree assessment feedback) to identify leadership development needs and design countermeasures to address the needs. 

Learning and Development Programming 

• Leads the design/development of company wide training programs for all BusPatrollers including onboarding programming, compliance training, skill development, and continuous improvement methodologies. 
• Consults with leaders and People Business Partners in identifying, addressing and assessing learning needs and program effectiveness.
• Partners with training providers to identify, tailor, and deploy learning and development resources to all employees. 

Individual Development of Leaders 

• Champions the individual development of managers, supervisors and emerging leaders.
• Leads the individual development planning processes for teams.
• Positions new (and developing) leaders for success by guiding the leader integration process (i.e., developing transition and 100-day plans).
• Educates senior leaders on individual development best practices and facilitates the overall implementation of career mapping of high potentials, emerging leaders and managers included as successors the site’s succession plans. 

Talent Planning and Leadership Pipeline Processes 

• Leads the implementation and facilitation of talent planning which includes but is not limited to succession planning, leadership selection and assessment, leadership development planning/pipelining and the site’s annual organizational development readiness plan.
• Actively engages, coaches and educates leaders and People Business Partners in team effectiveness including administering assessments, team and leadership structure, and observations/feedback on team effectiveness.
• Builds, coaches and facilitates effective teams through the effective use of tools, team building activities, development activities, supporting the leaders in creating an engaged environment. 

Career Pathing Programming 

• Using BusPatrol job architecture and job descriptions and partnering with leaders and People Business Partners, designs and develops career path information for employees and aligns learning and development opportunities with the paths.
• Promotes a culture of internal career mobility for the company and encourages the development of BusPatrol employees towards openings when possible.
• Develops and leads mentorship programs to connect experienced BusPatrollers with those interested in their work.
• Drives measurement of career mobility impact of programs in partnership with our People Operations teams. 

• Bachelor’s Degree in related field required. Master's degree preferred.

• Minimum 5 years’ experience in guiding the talent development, leadership development, training, talent planning, and performance management functions in high-growth organizations.

• Demonstrated experience in being the primary lead on broad cross-functional organizational development initiatives working with all levels of leaders.

• Demonstrated experience implementing creative, metrics-driven, consultative, and service-oriented talent strategies for organizations.

• Ability to initiate and lead high-impact, creative, and lean programs that enable the organization to retain and grow our people.

• Demonstrated ability to promote a continuous improvement culture through People Team programming and policies.