As part of the Talent Management and Leadership Development team, The Leadership Development Practitioner is responsible for facilitating the growth and development of the organization’s senior leaders through individual, cohort-based or team-based development approaches. This role involves stakeholder and relationship management, interpreting psychometric assessments and 360-degree feedback, and crafting personalized development plans. The practitioner will be well-versed in contemporary leadership development and talent management strategies and will continuously integrate market-leading practices to enhance the organization’s leadership capabilities and build succession bench.
Key Responsibilities:
- Psychometric Debriefing: Interpret and debrief psychometric assessments and 360-degree feedback, providing insightful analysis and recommendations.
- Development Planning: Design and implement comprehensive development plans for senior leaders, ensuring alignment with individual and organizational objectives.
- Leadership Development: Stay abreast of and apply the latest approaches to leadership development, including coaching and formal training programs.
- Stakeholder Engagement: Build and maintain strong relationships with senior leaders to understand their development needs and organizational goals.
- Talent Management: Contribute to the organization’s talent management strategy, identifying and nurturing high-potential leaders.
- Best Practices: Research and integrate market-leading practices in leadership development to maintain a competitive edge.
- Evaluation: Monitor and evaluate the effectiveness of leadership development initiatives, adjusting strategies as necessary to achieve desired outcomes.
Attributes and experience:
- Bachelor’s degree in Human Resources, Organizational Development, Psychology, or a related field; Master’s degree preferred.
- Proven experience in leadership development, executive coaching, talent management or a related area.
- Strong understanding of psychometric assessments and 360-degree feedback tools.
- Strong business acumen, strategic thinking and understanding of the latest talent management and succession practices.
- Excellent communication and interpersonal skills, with the ability to engage effectively with senior executives.
- Demonstrated ability to design and implement effective leadership development programs.
- Curious and continuous learner with knowledge of current trends and best practices in leadership development and talent management.
- Ability to work independently and collaboratively in a fast-paced, dynamic environment.
- Consulting and change management skills to deliver impactful changes and effective adoption.
