Leadership Development Program Manager

Easterseals Southern California transforms lives every day. For over a century, Easterseals has championed inclusion and independence-delivering essential services like early childhood programs, autism services, employment and independent living support to more than 29,000 people each year. Through advocacy and education, we break barriers and create opportunities for the one-in-four Americans with disabilities.

Lead the strategy, design, and delivery of ESSC’s leadership development programs, creating impactful learning experiences that build leadership capabilities from emerging leaders to executives. Partner across teams to deliver accessible, results-driven development aligned with ESSC’s mission and values.

Starting Salary: $103,500k - $129,500k / yr. OVERVIEW

Reporting to the Director of Learning & Development (L&D), the Leadership Development Program Manager leads the planning, delivery, evaluation, and continuous improvement of ESSC’s enterprise leadership development ecosystem. In partnership with the Director, the manager translates strategy into a shared human-centered leadership foundation, development pathways from emerging leaders through the C-suite, and practical learning that strengthens leadership in everyday work. Leads cross-functional initiatives and partners with the Learning Experience Design (LxD) Partner, Instructional Design, and Operations Manager to deliver connected, accessible learning experiences with measurable results. In all responsibilities, the position demonstrates a strong commitment to ESSC’s mission and values by supporting a safe, compliant, and responsive workplace injury management process.

ESSENTIAL FUNCTIONS

Advances Leadership Development Strategy and Program Management: Partners with the Director to refine the leadership ecosystem, define learning journeys and outcomes, and guide phased implementation, evaluation, and expansion. Oversees core leadership development and pathways from emerging and high-potential leaders through C-suite executives, ensuring alignment with ESSC’s competencies, leadership standards, performance expectations, and organizational needs. Manages program delivery, stakeholder engagement, timelines, resources, risks, and budgets, elevating capacity and priority decisions to the Director as needed.

Sustains Leadership Development Ecosystem and Organizational Effectiveness: Extends learning beyond formal programs through ongoing development, peer learning, practical tools, and workplace application. Partners across functions to integrate ESSC’s competencies and align leadership development with performance management, talent development, succession, and other organizational priorities. Under the Director’s guidance and in collaboration with LxD Partners, provides consultation, facilitated conversations, and team-building experiences that address leadership needs and strengthen team effectiveness.

Advances Learning Design, Delivery, and Internal Capacity: Partners with LxD and Instructional Design colleagues to create accessible, blended learning experiences that drive practical application and sustained behavior change. Develops Leadership Faculty, facilitators, mentors, and subject-matter experts through shared practices and developmental feedback. Models human-centered leadership and leverages emerging approaches, technologies, and learner insights to continuously strengthen learning quality, relevance, and impact across ESSC.

Measures Impact and Drives Continuous Improvement: Partners with the Director and Operations Manager to evaluate learning effectiveness, behavior change, leadership readiness, and organizational outcomes. Collaborates with key stakeholders and committees to identify development needs, address barriers, and leverage data and feedback to improve programs and inform strategic recommendations. Contributes to annual impact reports and other internal and external reporting needs to demonstrate program value and organizational impact.

Manages External Partnerships and Vendors: Partners with the Director to select appropriate assessments, practitioners, and external learning and coaching partners. Oversees vendor performance, resources, and alignment with ESSC’s leadership standards, development needs, and program outcomes.

QUALIFICATIONS, EDUCATION AND EXPERIENCE

Required Minimum Education

Bachelor’s degree in Organizational Development, Leadership, Adult Education, Human Resources, Industrial and Organizational Psychology, Business Administration, or a related field. Advanced professional development in leadership development, adult learning, organizational change, and program evaluation required.

Preferred Education

Master’s degree preferred. Credentials in learning evaluation or leadership assessments and International Coaching Federation coaching credential strongly preferred. Experience in human services, healthcare, nonprofit, or a similarly mission-driven setting preferred.

Minimum Experience

5 years of progressively responsible experience in leadership development, organizational development, or talent development within a complex, multi-site or multi-service organization.

KNOWLEDGE, SKILLS AND ABILITIES

· Strategic perspective and sound judgment to connect leadership development with organizational priorities, culture, operational needs, and measurable outcomes.

· • Deep knowledge of adult learning, competency-based development, experiential learning, coaching, workplace application, and evaluation.

· • Expertise in blended learning approaches that integrate in-person experiences, e-learning, and social and virtual collaboration to support engagement, application, and sustained learning.

· • Strong consultation, facilitation, and executive communication skills, with the ability to build trust and influence across functions and leadership levels.

· • Strong program management and analytical skills, with the ability to manage resources responsibly and translate evidence into clear recommendations.

· • Ability to create inclusive, accessible learning environments, foster psychological safety, develop others’ capabilities, and use learning technologies and assessments effectively.

· • Demonstrated success launching, expanding, and improving competency-aligned leadership pathways across multiple levels, including directors and senior executives, with evidence of workplace application and behavior change.

· Ability to engage stakeholders, leading cross-functional teams without direct reporting authority, and managing resources, vendors, and competing priorities.

· Demonstrated ability to facilitate leadership learning, applying coaching approaches, developing faculty or facilitators, and partnering with curriculum and instructional design specialists.

· • Experience using evaluation findings to improve programs and connecting leadership development with performance management, succession readiness, and organizational change.

· Follows applicable laws, regulations, policies, and procedures, and reports potential compliance or risk concerns through appropriate channels. Uses time, materials, equipment, and other resources responsibly and efficiently.

· Must successfully pass and maintain all required background screenings, fingerprint clearances, and drug testing in accordance with Easterseals Southern California and program requirements.

Leadership Competencies

· Connects leadership-development programs to organizational priorities and translates strategy into practical plans.

· Manages scope, timelines, budgets, risks, resources, and competing priorities to deliver results.

· Supports leaders, facilitators, mentors, and subject-matter experts in building their capabilities.

· Creates accessible learning environments that support psychological safety, inclusion, and different learner needs.

JOB DIMENSIONS

No. of Direct Reports 0

No. of Indirect Reports 0

Financial Dimensions

Managing approved program budgets for leadership.

Expected Decisions

Makes day-to-day decisions regarding leadership program planning, implementation, delivery, vendor coordination, and continuous improvement within established strategy and approved resources. Recommends broader program, resource, and organizational improvements to the Director and escalates decisions involving significant budget, capacity, or strategic changes.

Key Performance Indicators

Measures success through timely and budget-conscious program delivery, participation and completion rates, stakeholder satisfaction, learning application, behavior change, leadership readiness, and demonstrated program improvements based on data and feedback.

Communications & Working RelationShips

Collaborates regularly with the Director of Learning & Development, L&D and Instructional Design partners, Operations Manager, People Services partners, service-line leaders, executives, and the Leadership Learning Council. Builds effective working relationships with facilitators, mentors, subject-matter experts, vendors, coaches, and other external partners to coordinate programs, address leadership-development needs, and support consistent delivery across the organization. Communicates complex information clearly and influences stakeholders across functions and leadership levels without direct authority.

PHYSICAL REQUIREMENTS IN ACCORDANCE WITH THE AMERICANS WITH DISABILITES ACT (ADA)

Carrying/Lifting:

Occasionally; Up to 30 pounds.

Standing: Occasionally; Up to 3 hours per day.

Sitting: Constantly; Up to 8 hours per day.

Walking: Occasionally; Up to 3 hours per day.

Repetitive Motion/Activity: Keyboard activity, telephone use, writing.

Visual Acuity: Ability to view computer monitor and read newsprint.

Environmental Exposure: The working environment is generally favorable. Lighting and temperatures are adequate, and there are no hazardous or unpleasant conditions caused by noise, dust, etc.

Travel: Local travel Up to 10% of the time.