Manager Leadership Development

Required Qualifications

• Bachelor’s or Master’s degree in Human Resources, organisational Development, Psychology, Education, or a related field. (For example: Associate Diploma in People Management CIPD Level 5)
  
• Minimum 7 years of experience in leadership development, talent development, organisational development, or similar fields.
  
• Experience designing and delivering leadership development programmes in global, multicultural organisations.
  

Leadership Development Strategy & Framework

• Develop and implement an organisation-wide leadership and management development strategy aligned with organisational priorities and culture aspirations.
  
• Define leadership capability frameworks, management expectations, and leadership pathways for different employee groups (e.g., first-line managers, senior leaders, functional leaders, executive leadership).
  
• Translate organisational values and desired behaviours into practical leadership expectations and development interventions.
  
• Ensure leadership development supports organisational transformation, new operating models, and culture change.
  

Management & Leadership Capability Building

• Design and deliver scalable leadership and manager development programmes for global and geographically dispersed teams.
  
• Build core management capabilities, including:
  
• People leadership,
  
• Inclusive leadership,
  
• Leading in complexity and ambiguity,
  
• Performance management,
  
• Coaching and feedback,
  
• Change leadership,
  
• Employee engagement,
  
• Team effectiveness,
  
• Psychological safety and wellbeing,
  
• Cross-cultural and remote leadership
  
• Develop targeted onboarding and transition programmes for newly appointed managers and leaders.
  

Learning Design & Programme Management

• Lead the design, sourcing, facilitation, and evaluation of leadership development interventions, including: (Leadership academies, manager essentials programmes, Workshops and virtual learning, Coaching and mentoring initiatives, Action learning, Peer learning communities, Leadership retreats, Self-directed learning pathways)
  
• Manage external vendors, facilitators, coaches, and learning partners.
  
• Ensure programmes are inclusive, accessible, and culturally relevant across regions and contexts.
  

Leadership Effectiveness

• Support leaders in navigating organisational transformation and change processes.
  
• Facilitate leadership team effectiveness initiatives and team development interventions.
  
• Promote leadership accountability, collaboration, and shared ownership in a matrixed operating environment.
  

Stakeholder Partnership & Advisory

• Act as a trusted advisor to leaders and managers on leadership effectiveness and team development.
  
• Partner with functional leaders to identify capability gaps and tailor interventions.
  
• Collaborate with DEI, safeguarding, wellbeing, and People & Culture colleagues to ensure integrated leadership practices.
  

Measurement, Insights & Continuous Improvement

• Develop measures to assess leadership effectiveness and learning impact.
  
• Use employee engagement data, performance insights, 360 feedback, and organisational metrics to identify development priorities.
  
• Monitor programme effectiveness and continuously improve learning offerings.
  
• Report on leadership capability progress and return on investment.
  
• DEI, safeguarding and wellbeing teams
  
• External facilitators, leadership coaches, and learning providers