Head of Leadership & Professional Development

Job Description

Work Arrangement:

This role is based remotely, but if you live within a 50-mile radius of Atlanta, Austin, Detroit, Warren, Pontiac, Milford or Mountain View, you are expected to report to that location three times a week, at minimum.

The Role:

The Head of Leadership & Professional Development will report to the Global Head of Talent and lead a team of HR professionals to establish and implement a leadership development strategy that addresses the performance needs of front-line people managers up through our Senior Leadership Team (SLT).

The ideal candidate will be both a visionary and practitioner– someone who can define what leadership capabilities GM needs today and in the future as well as help ensure we have a sufficient supply of leaders with those capabilities at all levels in the organization. Specifically, they need to be able to define a leadership framework that clearly depicts what we expect of our leaders, enable an assessment strategy of existing capabilities, and develop a set of behavior-changing development programs that continue to enhance GM’s collective leadership capabilities. 

They will also architect a similar framework for ensuring that all GM employees have the necessary professional skills (communication, decision making, etc.) to effectively carry out the responsibilities associated with their current role and enable career development. 

Responsibilities: 

Strategy 

• Partner with business leaders as well as other GHR teams (HRBP and DEIB) to establish leader expectations and related behaviors that consider GM’s strategic objectives, the culture that GM is encouraging, and the current state of our leadership community. 

• Develop a professional development framework based on those same considerations. 

• Establish associated short- and long-term leadership and professional development strategies. The leadership development strategy should delineate how front line managers, managers of managers, and senior leaders will be supported. 

• Communicate leadership and professional development strategies to senior leaders and key customers to gain feedback and buy-in. Modify the strategies based on feedback. ​

Programming 

• Translate strategies into objectives that will drive comprehensive leadership and professional development programs. 

• Partner with the learning advisors and program managers from Learning & Development to establish those programs. 

• Partner with the Talent team and other members of GHR to integrate expectations and behaviors into performance management processes. 

• Develop and implement change management plans that help ensure behavioral expectations become an integral part of GM’s culture.

• Deliver leadership/professional development programs, coaching programs and comprehensive evaluation strategies aligned to key metrics …