leadership development manager

Northrop Grumman

<div>RELOCATION ASSISTANCE: Relocation assistance may be available
CLEARANCE REQUIRED FOR START: No
CLEARANCE TYPE: Top Secret
TRAVEL: Yes, 25% of the Time<h2 class="jobSectionHeader">
Description</h2>
At Northrop Grumman, our employees have incredible opportunities to work on revolutionary systems that impact people's lives around the world today, and for generations to come. Our pioneering and inventive spirit has enabled us to be at the forefront of many technological advancements in our nation's history - from the first flight across the Atlantic Ocean, to stealth bombers, to landing on the moon. We look for people who have bold new ideas, courage and a pioneering spirit to join forces to invent the future, and have fun along the way. Our culture thrives on intellectual curiosity, cognitive diversity and bringing your whole self to work &mdash; and we have an insatiable drive to do what others think is impossible. Our employees are not only part of history, they're making history.
We are looking for a Manager, Talent Development to join the AS Human Resources Organization Effectiveness (OE) team. If you are passionate about the employee experience, developing individuals, leaders and teams for the future, and contributing to helping people increase their effectiveness in their current (and future roles), we want to talk to you!
This position reports directly to the Director, Organizational Effectiveness. As a leader on the OE team, the successful candidate will lead a small team of specialists focused on preparing the workforce of the future, by partnering with key stakeholders on efforts that contribute toward intentionally managing and developing our talent, building the best culture, promoting engagement, and successfully moving through change. This team supports the business strategy by helping to bring the company EVP to life, creating engaging and meaningful employee experiences, and supporting lasting behavior change by embracing our sector&rsquo;s cultural tenets. The incumbent will help to promote and develop skills and behaviors to prepare our leaders and workforce for 2030, by supporting change management and organizational design efforts, and developing and executing employee experience programs and projects to engage and excite our workforce.
As the representative voice of our sector, you will partner with the enterprise Talent team on strategy, design and implementation of key leadership development programs, aligned to our most critical business and workforce development needs with a specialized focus on leader development and adult learning and development. Additionally, the Leadership Development leader will partner directly with the business and human resources clients to design tailored solutions to help leaders, teams and organizations perform at their best. This role partners closely with coaching and leadership enablement efforts to accelerate leadership readiness and develop future ready critical talent pipelines.
Key responsibilities for this role include:<ul><li>
Lead our sector&rsquo;s leadership acclimation, development and enablement strategy to include facilitation and execution of activities and programs aligned to that strategy.</li><li>
Sector subject matter expert for adult learning principles and partner across sector organizations to build curriculum and learning and training programs and content.</li><li>
Serve as a sector and enterprise executive coach, activities will include debriefing leadership assessments as well as 1:1 and group coaching engagements.</li><li>
Utilize strategic thinking capabilities to consult and advise client groups on solutions and implementation efforts, based on identified needs and success criteria</li><li>
Assess organizational needs and develop fit-for-purpose solutions to increase individual, team and organization effectiveness and drive systemic, cultural and leadership behavioral change across the business</li><li>
Collaborate extensively across the enterprise to deliver leadership development programs aligned to our most critical business and workforce development needs with an initial focus on leader development.
</li><li>Provide subject matter expertise in adult learning and development, leadership coaching and leadership development</li><li>
Provide input to and execute change management plans (including behavior change fundamentals such as mindset shift, dealing with resistance, cultural shift). Partner with communication partners to promote awareness and utilization of resources</li><li>
Stay abreast of workforce development and engagement research, theories, methodologies, and techniques. Demonstrate the ability to apply concepts and theories to develop practical solutions that can be implemented with positive business outcomes</li><li>
Leverage solid program and project management skills to implement development and employee engagement activities to include managing multiple projects simultaneously, mitigating risk, escalating when appropriate and reporting status to key stakeholders</li><li>
Ensure optimized resource planning and allocation to achieve expected outcomes and objectives; apply project management discipline to ensure projects are on time, on budget and on quality</li><li>
Manage, coach, develop and drive engagement for staff. Mentor and coach other members of the extended OE team</li></ul>
Basic Qualifications:<ul><li>
Bachelor&rsquo;s degree and a minimum of 7 years of Human Resources experience OR Master's degree and a minimum of 5 years of Human Resources</li><li>
Prior leadership skills including helping connect people&rsquo;s efforts to the bigger picture, creating an inclusive work environment, valuing multiple perspectives and interests to help motivate leaders and employees reach their full potential.</li><li>
Experience developing learning curriculum using adult learning principles.</li><li>
Experience with executive and Sr. leadership executive coaching.</li><li>
Ability to travel up to 35%</li></ul>
Preferred Qualifications:<ul><li>
Master&rsquo;s degree in Human Resources, Organization Development, Business, or related discipline</li><li>
Ability to obtain and maintain a U.S. Government Top Secret clearance and Special Program Access within a reasonable amount of time, as determined by the company to meet its business need</li><li>
Prior experiences as an HR Business Partner or COE specialist, advising, influencing, and consulting with clients, to include change management, talent management and on larger scale OD/OE projects</li><li>
Excellent relationship builder with a track record of forging collaborative partnerships to influence direction and drive change to meet specific business outcomes</li><li>
Demonstrated aptitude for learning and agility to adapt to shifting priorities and navigating ambiguous situations</li><li>
Strong organization and project management skills</li><li>
Professional certifications relevant to HR, OD, change management, human capital performance consulting or other relevant fields</li><li>
Previous experience managing a team of Human Resources professionals</li><li>
Strong business acumen and broad-based knowledge of Human Resources</li></ul>
Florida Pay Band: $115,000 - $172,400
Maryland Pay Band: $127,100 - $190,700
Virginia Pay Band: $133,100 - $199,700
Primary Level Salary Range: $115,000.00 - $199,700.00
The above salary range represents a general guideline; however, Northrop Grumman considers a number of factors when determining base salary offers such as the scope and responsibilities of the position and the candidate's experience, education, skills and current market conditions.
Depending on the position, employees may be eligible for overtime, shift differential, and a discretionary bonus in addition to base pay. Annual bonuses are designed to reward individual contributions as well as allow employees to share in company results. Employees in Vice President or Director positions may be eligible for Long Term Incentives. In addition, Northrop Grumman provides a variety of benefits including health insurance coverage, life and disability insurance, savings plan, Company paid holidays and paid time off (PTO) for vacation and/or personal business.
The application period for the job is estimated to be 20 days from the job posting date. However, this timeline may be shortened or extended depending on business needs and the availability of qualified candidates.
Northrop Grumman is an Equal Opportunity Employer, making decisions without regard to race, color, religion, creed, sex, sexual orientation, gender identity, marital status, national origin, age, veteran status, disability, or any other protected class. For our complete EEO and pay transparency statement, please visit http://www.northropgrumman.com/EEO. U.S. Citizenship is required for all positions with a government clearance and certain other restricted positions.</div>

Manager Talent Development

HCA Healthcare

<div>Are you passionate about the patient experience? At HCA Healthcare, we are committed to caring for patients with purpose and integrity. We care like family! Jump-start your career as an Organizational Development Manager today with HCA Healthcare.
Job Summary and Qualifications
We are seeking an Organizational development manager to be a strategic learning leader to architect and scale functional role-based training for physician leaders. This role will define the structure, processes, and standards for functionally aligned role training, ensuring high-quality training for new to role physician leaders.
You will partner closely with clinical and operational leaders to translate business needs into cohesive learning strategies, while leading instructional design efforts executed by your team.
What You&rsquo;ll Do in this role:
<ul><li>Define and lead the strategy for physician functional role-based programming</li><li>
Architect scalable learning pathways across functions
</li><li>Establish standards, processes, and governance for training design and delivery
</li><li>Partner with physician and business leaders to identify capability gaps and priorities
</li><li>Guide instructional design work to ensure quality, consistency, and alignment
</li><li>Implement evaluation frameworks to measure effectiveness and drive improvement
</li><li>Manage and develop instructional design resources
</li></ul>What You Bring
<ul><li>Experience leading learning &amp; development, training strategy, or instructional design teams
</li><li>Proven ability to build scalable training programs and processes
</li><li>Strong knowledge of adult learning principles and instructional design methodologies (e.g., ADDIE, SAM)
</li><li>Ability to influence and partner with senior stakeholders
</li><li>Strong project management and prioritization skills
</li></ul>What qualifications you will need:<ul><li>
Bachelor's Degree required</li><li>
5 years of relevant experience Required</li><li>
Experience in healthcare or physician leadership development preferred</li><li>
Familiarity with LMS platforms and learning technologies (Healthstream, Articulate 360, Captivate)</li><li>
Experience measuring training impact and outcomes preferred</li></ul>
Benefits
HCA Healthcare, offers a total rewards package that supports the health, life, career and retirement of our colleagues. The available plans and programs include:<ul><li>
Comprehensive benefits for medical, prescription drug, dental, vision, behavioral health and telemedicine services</li><li>
Wellbeing support, including free counseling and referral services</li><li>
Time away from work programs for paid time off, paid family leave, long- and short-term disability coverage and leaves of absence</li><li>
Savings and retirement resources, including a 401(k) Plan with a 100% match on 3% to 9% of pay (based on years of service), Employee Stock Purchase Plan, flexible spending accounts, preferred banking partnerships, retirement readiness tools, rollover support and financial wellbeing counseling</li><li>
Education support through tuition assistance, student loan assistance, certification support, dependent scholarships and a partnership with Galen College of Nursing</li><li>
Additional benefits for fertility and family building, adoption assistance, life insurance, supplemental health protection plans, auto and home insurance, legal counseling, identity theft protection and consumer discounts</li></ul>
Learn more about Employee Benefits
Note: Eligibility for benefits may vary by location.
Human Resources Group empowers our people to grow and give purpose to the HCA Healthcare culture. We deliver our Human Resource model in three sectors: HR Business Partners, HR Shared Operations and HR Centers of Excellence. HR Business Partner teams are critical to the success of our HR delivery model. We drive performance to achieve successful results to better care for our patients, communities and each other.
 
 
HCA Healthcare has been named one of the World's Most Ethical Companies by Ethisphere Institute for ten consecutive years (2010-2019). In 2019, HCA Healthcare spent an estimated $3.7 billion in cost for the delivery of charitable care, uninsured discounts, and other uncompensated expenses. 
&quot;The great hospitals will always put the patient and the patient's family first, and the really great institutions will provide care with warmth, compassion, and dignity for the individual.&quot;- Dr. Thomas Frist, Sr. 
HCA Healthcare Co-Founder
If you are looking for an opportunity that provides satisfaction and personal growth, we encourage you to apply for our Leadership Development Manager opening. We promptly review all applications. Highly qualified candidates will be contacted for interviews. Unlock the possibilities and apply today!
We are an equal opportunity employer. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status.</div>

Organizational Development Manager

Lakeland Regional Health

<div><div><div><div><div>Position Details 
</div></div> 
<div><div>This is Full-Time Benefit Eligible position working 80 hours per biweekly pay period.
 
 
Location : 210 South Florida Avenue Lakeland, FL
 
Annual Salary : Min $144,164.80 Mid $180,211.20 
</div></div> 
<div><div>Position Summary 
</div></div> 
<div><div> 
Leads and manages the learning and development programs for the workforce (non-clinical programs), the leadership, and physicians (non-clinical programs), including the orientation and onboarding programs. Oversees and optimizes the learning management system (LMS). Identifies and manages the use of learning assessments. Responsible for maintaining an effective knowledge management strategy and platform including the SharePoint and Intranet resources. Leads the programs to build job specific skills within the workforce. Identifies and manages academic partnerships and relationships that provide the in-demand degrees and credentials. Identifies and leads learning and organizational development strategies that help achieve positive business outcomes. 
 
</div></div> 
<div><div>Position Responsibilities
</div></div> 
<div><div> 
People At The Heart Of All That We Do
 
<ul><li>Fosters an inclusive and engaged environment through teamwork and collaboration.
</li><li>Ensures patients and families have the best possible experiences across the continuum of care.
</li><li>Communicates appropriately with patients, families, team members, and our community in a manner that treasures all people as uniquely created.
</li></ul>Safety And Performance Improvement
 
<ul><li>Behaves in a mindful manner focused on self, patient, visitor, and team safety.
</li><li>Demonstrates accountability and commitment to quality work.
</li><li>Participates actively in process improvement and adoption of standard work.
</li></ul>Stewardship
 
<ul><li>Demonstrates responsible use of LRH's resources including people, finances, equipment and facilities.
</li><li>Knows and adheres to organizational and department policies and procedures.
</li></ul>People At The Heart Of All We Do
<ul><li>Fosters an inclusive and engaged environment through teamwork and collaboration.
</li><li>Ensures patients and families have the best possible experiences across the continuum of care.
</li><li>Communicates appropriately with patients, families, team members, and our community in a manner that treasures all people as uniquely created.
</li><li>Safety And Performance Improvement
<ul><li>Behaves in a mindful manner focused on self, patient, visitor, and team safety.
</li><li>Demonstrates accountability and commitment to quality work.
</li><li>Participates actively in process improvement and adoption of standard work.
</li><li>Stewardship
</li><li>Demonstrates responsible use of LRH's resources including people, finances, equipment and facilities.
</li><li>Knows and adheres to organizational and department policies and procedures.
</li><li>Standard Work: AVP - Learning &amp; Organizational Development
</li><li>Leads and manages the learning and development programs for the workforce development institute, including the career roadmap and career advancement programs.
</li><li>Leads and manages the learning and development programs for the leadership development institute.
</li><li>Leads and manages the learning and development programs for the physician development institute.
</li><li>Oversees and optimizes the learning management system (LMS).
</li><li>Identifies and manages the effective and appropriate use of learning assessments.
</li><li>Responsible for maintaining an effective knowledge management strategy and platform including the SharePoint and Intranet resources.
</li><li>Leads the programs to build job specific skills within the workforce.
</li><li>Identifies and manages academic partnerships and relationships that provide the in-demand degrees and credentials. Oversees the learning vendors and ensures optimal use.
</li>Leads and manages the orientation and onboarding programs. 
<li>
</li></ul> 
</li></ul></div></div> 
<div><div>Competencies &amp; Skills 
</div></div> 
<div><div> 
Essential: 
 
<ul><li>Possess advanced knowledge of leadership theory and practice, as demonstrated from advanced courses and training in leadership, and leadership development. Possess advanced knowledge and skill in leadership development facilitation, subjects, material, frameworks, tools, theory, and practices.
</li><li>Possess advanced knowledge and skill in learning theory, adult education, and cognitive science.
</li><li>Possess advanced knowledge and skill in industrial-organizational psychology, and applied practices.
</li><li>Possess advanced knowledge and skill in corporate education, workforce development, career paths, career advancement, and occupational training programs.
</li><li>Possess advanced knowledge and skill in organizational development, behavior, diagnosis, design, change, and culture.
</li></ul>Nonessential:
Knowledge of research methodology (quantitative and qualitative), social and/or education research, and statistical analysis techniques. Proficient in statistical analysis tools, Microsoft Office products, specifically Excel, MS Project, SharePoint, and survey research. 
<ul><li>
</li></ul> 
</div></div> 
<div><div>Qualifications &amp; Experience 
</div></div> 
<div><div> 
Essential: PhD
Essential: Doctoral degree in Industrial/Organizational Psychology, Organizational Development or similar discipline related to human and organizational development from a regionally accredited institution.
<div>Experience Essential:
 
<ul><li>10 years in a learning and organizational development role.
</li><li>7 years in a learning and organizational development leadership role (Manager level or above).
</li><li>7 years designing and delivering leadership development programs.
</li><li>5 years of experience in organizational assessments, diagnosis, design, change, and culture.
</li><li>5 years of experience managing a learning management system (LMS), and conducting individual assessments (MBTI, DISC, StrengthFinders, etc).
</li></ul> 
Experience Preferred:
 
<ul><li>Experience working in the healthcare or hospital industry.
</li></ul> 
Certification Essential:
 
<ul><li>Certified Professional in Learning and Performance from the Association for Talent Development (obtain within 24 months).
</li></ul> 
Certification Preferred:
 
<ul><li>Certified Performance Technologist from the International Society for Performance Improvement, Coaching Certification.</li></ul></div></div></div></div></div></div>

AVP - Learning & Organizational Development-Talent Division

GEICO

<div>At GEICO, we offer a rewarding career where your ambitions are met with endless possibilities.
Every day we honor our iconic brand by offering quality coverage to millions of customers and being there when they need us most. We thrive through relentless innovation to exceed our customers&rsquo; expectations while making a real impact for our company through our shared purpose.
When you join our company, we want you to feel valued, supported and proud to work here. That&rsquo;s why we offer The GEICO Pledge: Great Company, Great Culture, Great Rewards and Great Careers.
Are you a recent college graduate ready to embark on a rewarding career in leadership? Do you have experience motivating and guiding others; whether leading academic projects, volunteer or philanthropic initiatives, serving in athletics or extracurricular activities, or supervisory roles? GEICO&rsquo;s Leadership Development Program (LDP) is designed to help you transform your leadership potential into a dynamic career in the insurance industry.
We are looking for bright, driven, self-directed future leaders to join our LDP in our Lakeland location on our Bilingual Sales team. This program combines industry-leading training, hands-on experience, and personalized mentorship to prepare you for a future in management. As an LDP Associate, you&rsquo;ll learn to motivate, inspire, and develop a high-performing team while gaining invaluable insights into GEICO&rsquo;s operations and culture.
Success in this role is built on the foundation of GEICO&rsquo;s core leadership behaviors:<ul><li>
Ownership: You take responsibility for outcomes in all scenarios.</li><li>
Adaptability: You navigate dynamic environments with creativity and resilience.</li><li>
Leading People: You empower individuals and teams to achieve their best.</li><li>
Collaboration: You build and strengthen partnerships across organizational lines.</li><li>
Driving Value: You use data-driven insights to align actions with strategic goals.</li></ul>
What You&rsquo;ll Do:<ul><li>
Participate in a structured leadership program with comprehensive training on insurance fundamentals, GEICO&rsquo;s business operations, and team management.</li><li>
Work closely with mentors and leaders who will guide your professional growth and development.</li><li>
Gain hands-on experience managing teams, driving results, and solving real-world business challenges.</li><li>
Develop your ability to motivate, and inspire a team, fostering a culture of collaboration, excellence, and accountability.</li><li>
Learn to analyze business metrics and implement strategies that support organizational goals.</li></ul>
What We&rsquo;re Looking For:<ul><li>
College graduates with a Bachelor&rsquo;s degree.</li><li>
At least 6 months of leadership experience in roles such as leading academic projects, participating in volunteer or philanthropic initiatives, serving in athletics or extracurricular activities, managing capstone projects or research, acting as a shift supervisor, or completing leadership focused coursework.</li><li>
Bilingual in English and Spanish</li><li>
A passion for motivating and inspiring others to achieve shared goals.</li><li>
Strong communication, interpersonal, and organizational skills.</li><li>
Eagerness to learn and a desire to grow into a leadership role within the insurance industry.</li><li>
Adaptability and a proactive approach to problem solving.</li></ul>
Why Choose GEICO?<ul><li>
Meaningful Impact: Help customers feel secure and supported while growing your career.</li><li>
Inclusive Culture: Join a company that values diversity, collaboration, and innovation.</li><li>
Workplace Flexibility: Benefit from a hybrid work model&mdash;80% in-office, 20% remote after training&mdash;and enjoy the GEICO Flex Program, allowing up to four additional weeks of remote work annually.</li><li>
Mentorship: Learn directly from experienced leaders who are invested in your success.</li><li>
Professional Growth: Access GEICO&rsquo;s industry-leading training programs and development opportunities:<ul><li>
Licensing and continuing education at no cost to you.</li><li>
Leadership development programs and hundreds of eLearning courses to enhance your skills.</li></ul></li></ul>
Ready to Take the Lead?
If you&rsquo;re ready to take the first step in a leadership career and make a meaningful impact, apply today to join GEICO&rsquo;s Leadership Development Program. Let&rsquo;s build your future together. 

At this time, GEICO will not sponsor a new applicant for employment authorization for this position. 
The GEICO Pledge:
Great Company: At GEICO, we help our customers through life&rsquo;s twists and turns. Our mission is to protect people when they need it most and we&rsquo;re constantly evolving to stay ahead of their needs.
We&rsquo;re an iconic brand that thrives on innovation, exceeding our customers&rsquo; expectations and enabling our collective success. From day one, you&rsquo;ll take on exciting challenges that help you grow and collaborate with dynamic teams who want to make a positive impact on people&rsquo;s lives.
Great Careers: We offer a career where you can learn, grow, and thrive through personalized development programs, created with your career &ndash; and your potential &ndash; in mind. You&rsquo;ll have access to industry leading training, certification assistance, career mentorship and coaching with supportive leaders at all levels.
Great Culture: We foster an inclusive culture of shared success, rooted in integrity, a bias for action and a winning mindset. Grounded by our core values, we have an an established culture of caring, inclusion, and belonging, that values different perspectives. Our teams are led by dynamic, multi-faceted teams led by supportive leaders, driven by performance excellence and unified under a shared purpose.
As part of our culture, we also offer employee engagement and recognition programs that reward the positive impact our work makes on the lives of our customers.
Great Rewards: We offer compensation and benefits built to enhance your physical well-being, mental and emotional health and financial future.<ul><li>
Comprehensive Total Rewards program that offers personalized coverage tailor-made for you and your family&rsquo;s overall well-being.</li><li>
Financial benefits including market-competitive compensation; a 401K savings plan vested from day one that offers a 6% match; performance and recognition-based incentives; and tuition assistance.</li><li>
Access to additional benefits like mental healthcare as well as fertility and adoption assistance.</li><li>
Supports flexibility- We provide workplace flexibility as well as our GEICO Flex program, which offers the ability to work from anywhere in the US for up to four weeks per year.</li></ul>
The equal employment opportunity policy of the GEICO Companies provides for a fair and equal employment opportunity for all associates and job applicants regardless of race, color, religious creed, national origin, ancestry, age, gender, pregnancy, sexual orientation, gender identity, marital status, familial status, disability or genetic information, in compliance with applicable federal, state and local law. GEICO hires and promotes individuals solely on the basis of their qualifications for the job to be filled.
GEICO reasonably accommodates qualified individuals with disabilities to enable them to receive equal employment opportunity and/or perform the essential functions of the job, unless the accommodation would impose an undue hardship to the Company. This applies to all applicants and associates. GEICO also provides a work environment in which each associate is able to be productive and work to the best of their ability. We do not condone or tolerate an atmosphere of intimidation or harassment. We expect and require the cooperation of all associates in maintaining an atmosphere free from discrimination and harassment with mutual respect by and for all associates and applicants.</div>

Leadership Development Program (Bilingual) - Lakeland Sales - Summer 2026

Lucy Group Ltd

<div>
 
 Job Purpose
 
 
 
 We are seeking an experienced Human Resources Business Partner (HRBP) to lead the design and implementation of strategies that attract, develop, engage, and retain top talent. The ideal candidate will play a key role in performance management, succession planning, leadership development, and career pathing. This role collaborates closely with business leaders to ensure talent initiatives support our organizational goals.
 
 
 Job Context
 
 
 The HRBP will be a trusted people expert, capable of influencing and challenging stakeholders while building strong consensus. You will drive and execute key Talent Management programs&mdash;including career pathing, leadership development, and succession planning&mdash;while gaining a deep understanding of the business to support informed decision-making.
 
 
 You will work closely with managers across multiple locations. Strong relationship-building, influencing skills, and strategic thinking are essential to succeed in this role.
 
 
 Key Accountabilities
 
 
 <ul>
 <li>
 Lead talent initiatives such as Succession Planning, HiPo programs, Development Plans, and Leadership Development Programs, ensuring all initiatives are monitored and on track.
 </li>
 <li>
 Execute targeted talent interventions (e.g., 360&deg; feedback, coaching, mentoring programs, job rotation, new leader assimilation workshops).
 </li>
 <li>
 Utilize analytics and HR systems to support talent management, identify current and future talent needs, and recommend solutions.
 </li>
 <li>
 Create and update communication materials and documentation for all talent management initiatives.
 </li>
 <li>
 Develop sustainable processes and programs to strengthen and accelerate the talent pipeline.
 </li>
 <li>
 Design and deliver internal development programs or manage external vendors when required.
 </li>
 <li>
 Develop Talent Management-related policies and procedures.
 </li>
 <li>
 Build and execute comprehensive Talent Management frameworks and programs.
 </li>
 <li>
 Drive performance management and succession planning activities.
 </li>
 <li>
 Design and implement leadership development initiatives.
 </li>
 <li>
 Analyze talent data, identify gaps, and recommend effective solutions.
 </li>
 <li>
 Partner with department leaders to support employee growth, engagement, and retention.
 </li>
 <li>
 Support ongoing HR activities such as workforce planning, salary reviews, performance excellence, well-being, and employee engagement, while ensuring compliance with HR policies and processes.
 
 
 </li>
 </ul>
 
 Minimum Qualifications, Knowledge &amp; Experience
 
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in Human Resources, Business Administration, or related field (Master&rsquo;s degree or HR certification is a plus).
 </li>
 <li>
 5&ndash;10 years of progressive HR experience with a strong background in HR business partnering.
 </li>
 <li>
 Proven experience in Talent &amp; Leadership Management and Development; experience in the manufacturing industry preferred.
 </li>
 <li>
 Strong expertise in succession planning, career development, leadership development, and HiPo programs.
 </li>
 <li>
 Excellent knowledge of Saudi Employment Law and experience supporting Employee Relations matters.
 </li>
 <li>
 Demonstrated experience delivering Change Management and Organizational Design initiatives.
 </li>
 <li>
 Strong digital acumen and ability to analyze HR metrics to drive decision-making.
 
 
 </li>
 </ul>
 Skills &amp; Expertise
 
 
 <ul>
 <li>
 Strategic thinker with the ability to translate business needs into impactful HR solutions.
 </li>
 <li>
 Strong communication and presentation skills, with the ability to influence at all organizational levels.
 </li>
 <li>
 Ability to manage multiple tasks and work effectively both independently and as part of a team.
 </li>
 <li>
 Skilled in managing internal client expectations while ensuring adherence to HR policies and processes.
 </li>
 <li>
 Experience supporting multi-location operations.
 </li>
 <li>
 Solid generalist HR experience and strong Employee Relations background.
 </li>
 <li>
 Ability to leverage HR data and analytics to drive change and support business decisions.
 
 
 </li>
 </ul>
 Behavioural Competencies
 
 
 <ul>
 <li>
 Proactive, independent, and able to use initiative.
 </li>
 <li>
 Analytical, thoughtful, and intelligent approach to problem-solving.
 </li>
 <li>
 Confident communicator with strong interpersonal and influencing skills.
 </li>
 <li>
 Able to plan and prioritise effectively while remaining flexible to meet project requirements.
 </li>
 <li>
 High attention to detail and ability to maintain quality under pressure.
 </li>
 <li>
 Collaborative mindset with the ability to work across multifunctional teams.
 </li>
 </ul>
</div>

Human Resource Business Partner (Talent Development)

US Office of the Director of National Intelligence

Chief Senior Executive Management Office and Chief Personnel Conduct Resolution

Qureos

ROLE OVERVIEW: To design, lead, and institutionalize a comprehensive learning and development ecosystemfor family members across all stages — starting from school-age exposure, through university and early career development, and progressing toward leadership and successionreadiness.The role ensures structured capability building, values alignment, and long-term leadershippreparedness by leveraging internal expertise, sister companies, and external institutions insupport of the Group’s continuity and strategic objectives. KEY RESPONSIBILITIES: 1- Impact:  (Nature and scope of influence a position has on its area of responsibility/ operation)  • Establish and lead the Family Learning, Integration &amp; Development function from inception.• Define the learning vision, governance framework, operating model, KPIs, and budget.• Design and implement a multi-stage development framework covering school-age, university, early career, and leadership readiness.• Leverage sister companies, Group entities, and external institutions to enrich learning exposure, rotations, and development opportunities.• Ensure alignment between family development initiatives and ALJ’s values, business strategy, and long-term succession plans.• Oversee execution of learning programs, assessments, rotations, and development journeys across all stages. 2- Communication:  (Position’s responsibility for communications both within and outside the organization) • Act as the primary coordination point between the Chairman, family members, HR, business leaders, and Group entities.• Coordinate with sister companies and affiliated businesses to facilitate learning exposure, internships, and early-career opportunities.• Engage external academic institutions, leadership academies, and development partners to support program delivery.• Communicate learning pathways, development expectations, and readiness milestones clearly and professionally.• Prepare structured reports, dashboards, and presentations on family development progress and leadership pipeline status. 3- Innovation: (Identify, develop and make ideas, techniques, procedures, services, or products.) • Design innovative early exposure programs for school-age family members, including business awareness, values education, and leadership foundations.• Introduce modern learning methodologies such as experiential learning, mentoring, cross-company rotations, and project-based assignments.• Benchmark programs against leading family business institutions, global academies, and peer organizations.• Continuously enhance learning frameworks by incorporating best practices from internal and external learning ecosystems.• Promote the use of digital learning platforms, assessments, and progress-tracking tools. BUSINESS METRICS: 1- Financial Key Performance Indicators: • Learning and development budget adherence• Cost efficiency through partnerships with sister companies and external institutions 2- Non - Financial Key Performance Indicators: • Participation and completion rates across all development stages• Capability and readiness assessment outcomes• Early-career performance and progression indicators• Strength of leadership pipeline and succession readiness• Effectiveness of partnerships with sister companies and institutions• Family engagement and satisfaction levels QUALIFICATIONS/REQUIREMENTS: 1- Knowledge: • Learning &amp; Development strategy and ecosystem design• Youth, early-career, and leadership development frameworks• Family business governance and succession planning• Partnership management with academic and institutional stakeholders 2- Education: • Bachelor’s Degree in Business Administration, Human Resources, Education, or related field. 3- Certifications: • Executive Coaching, Leadership Development, or Talent Management certifications are an advantage. 4- Experience: • Minimum 15+ years of experience in Learning &amp; Development, Leadership Development, or Family Office Development• Proven experience designing programs for school-age, university, early-career, and high-potential talent• Demonstrated experience collaborating with group companies, institutions, and external learning partners• Experience working closely with senior leadership and complex stakeholder environments 5- Job Related Skills: • Strong learning strategy design and execution capability• Stakeholder and partnership management skills• Coaching, mentoring, and advisory skills across generations• High level of discretion, emotional intelligence, and professionalism• Strategic planning, governance setup, and budget management skills• Excellent communication, facilitation, and presentation abilities

ROLE OVERVIEW: To design, lead, and institutionalize a comprehensive learning and development ecosystem for family members across all stages — starting from school-age exposure, through university and early career development, and progressing toward leadership and succession readiness.The role ensures structured capability building, values alignment, and long-term leadership preparedness by leveraging internal expertise, sister companies, and external institutions in support of the Group’s continuity and strategic objectives. KEY RESPONSIBILITIES: 1- Impact:&nbsp; (Nature and scope of influence a position has on its area of responsibility/ operation) &nbsp;• Establish and lead the Family Learning, Integration &amp; Development function from inception.• Define the learning vision, governance framework, operating model, KPIs, and budget.• Design and implement a multi-stage development framework covering school-age, university, early career, and leadership readiness.• Leverage sister companies, Group entities, and external institutions to enrich learning exposure, rotations, and development opportunities.• Ensure alignment between family development initiatives and ALJ’s values, business strategy, and long-term succession plans.• Oversee execution of learning programs, assessments, rotations, and development journeys across all stages. 2- Communication:&nbsp; (Position’s responsibility for communications both within and outside the organization) •&nbsp;Act as the primary coordination point between the Chairman, family members, HR, business leaders, and Group entities.• Coordinate with sister companies and affiliated businesses to facilitate learning exposure, internships, and early-career opportunities.• Engage external academic institutions, leadership academies, and development partners to support program delivery.• Communicate learning pathways, development expectations, and readiness milestones clearly and professionally.• Prepare structured reports, dashboards, and presentations on family development progress and leadership pipeline status. 3- Innovation:&nbsp;(Identify, develop and make ideas, techniques, procedures, services, or products.) • Design innovative early exposure programs for school-age family members, including business awareness, values education, and leadership foundations.• Introduce modern learning methodologies such as experiential learning, mentoring, cross-company rotations, and project-based assignments.• Benchmark programs against leading family business institutions, global academies, and peer organizations.• Continuously enhance learning frameworks by incorporating best practices from internal and external learning ecosystems.• Promote the use of digital learning platforms, assessments, and progress-tracking tools. BUSINESS METRICS: 1- Financial Key Performance Indicators: • Learning and development budget adherence• Cost efficiency through partnerships with sister companies and external institutions 2- Non - Financial Key Performance Indicators: • Participation and completion rates across all development stages• Capability and readiness assessment outcomes• Early-career performance and progression indicators• Strength of leadership pipeline and succession readiness• Effectiveness of partnerships with sister companies and institutions• Family engagement and satisfaction levels QUALIFICATIONS/REQUIREMENTS: 1- Knowledge: • Learning &amp; Development strategy and ecosystem design• Youth, early-career, and leadership development frameworks• Family business governance and succession planning• Partnership management with academic and institutional stakeholders 2- Education: •&nbsp;Bachelor’s Degree in Business Administration, Human Resources, Education, or related field. 3- Certifications: • Executive Coaching, Leadership Development, or Talent Management certifications are an advantage. 4- Experience: • Minimum 15+ years of experience in Learning &amp; Development, Leadership Development, or Family Office Development• Proven experience designing programs for school-age, university, early-career, and high-potential talent• Demonstrated experience collaborating with group companies, institutions, and external learning partners• Experience working closely with senior leadership and complex stakeholder environments 5- Job Related Skills: • Strong learning strategy design and execution capability• Stakeholder and partnership management skills• Coaching, mentoring, and advisory skills across generations• High level of discretion, emotional intelligence, and professionalism• Strategic planning, governance setup, and budget management skills• Excellent communication, facilitation, and presentation abilities

Head of Family Integration and Development

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