Director, Leadership Development

2 Weeks ago • 5-12 Years • Product Management • $129,200 PA - $299,400 PA

Job Summary

Job Description

The Director, Leadership Development leads the transformative Aspire program, empowering early-career employees to enhance their leadership, networking, and communication skills. Responsibilities include managing the Aspire team, business planning, program delivery across learning modalities, and stakeholder management. The role requires learning and development expertise, complex project management skills, and business acumen to meet diverse business needs. Success involves increasing employee retention and promotion velocity. The role is based in Redmond, WA, and includes people management, program planning & development, execution, success analysis, and stakeholder collaboration.
Must have:
  • Lead Aspire program for early-career employee development
  • Manage Aspire team and deliver programs across modalities
  • Strong project management and stakeholder management skills
  • Learning & development expertise and business acumen
  • Increase employee retention and promotion velocity
Good to have:
  • Microsoft Fundamentals
  • Coaching certification (e.g., ICF)
  • Project/Program Management certification
  • Commitment to continuous learning
  • Experience with Integrated Learning M6
Perks:
  • Industry leading healthcare
  • Educational resources
  • Discounts on products and services
  • Savings and investments
  • Maternity and paternity leave
  • Generous time away
  • Giving programs
  • Networking opportunities

Job Details

Overview

The Director, Leadership Development role will be responsible for leading the transformative 1-2 year Aspire program that helps to empower some early in profession employees to develop greater leadership, networking and communication skills that will help them to develop personally and professionally.

 

The successful candidate will manage the Aspire team and be responsible for business planning and program delivery to meet the needs of some new Microsoft employees to help them be effective professionals. This will include using your learning and development expertise and experience in complex project management to deliver programs, across all learning modalities. In creating and delivering experiences that sets up the learners up for success, you will contribute to increasing their retention and promotion velocity of this vital group. This will require skills in stakeholder management and business acumen to understand the varied needs of the businesses and work with stakeholders across the organization.

 

The role is based in our Redmond, WA office location.

 

Microsoft’s mission is to empower every person and every organization on the planet to achieve more. As employees we come together with a growth mindset, innovate to empower others, and collaborate to realize our shared goals. Each day we build on our values of respect, integrity, and accountability to create a culture of inclusion where everyone can thrive at work and beyond.

Qualifications

Required Qualifications:

  • Vocational qualification or higher education degree (e.g., Bachelor's Degree) AND/OR 7+ years experience in Learning and Development, relevant technical roles, business development, field or sales, HR, customer success, collection management, research/restoration evaluation, industry, or program/project management
    • OR Master's Degree or equivalent AND/OR 5+ years experience in Learning and Development, relevant technical roles, business development, field or sales, human resources (HR), customer success, collection management, research/restoration evaluation, industry, or program/project management
    • OR equivalent experience.
  • 6+ years people management experience
    • OR equivalent experience.

 

Preferred Qualifications:

  • Microsoft Fundamentals, Coaching (e.g., International Coaching Federation), Project and/or Program Management Professional, archival, or a similar certificate.
  • Demonstrates commitment to career development and continuous or consistent learning through formal and informal efforts (e.g., change management, design thinking, management training, online courses).

 

Integrated Learning M6 - The typical base pay range for this role across the U.S. is USD $129,200 - $273,400 per year. There is a different range applicable to specific work locations, within the San Francisco Bay area and New York City metropolitan area, and the base pay range for this role in those locations is USD $162,000 - $299,400 per year.

 

Certain roles may be eligible for benefits and other compensation. Find additional benefits and pay information here:    

 

Microsoft will accept applications for the role until February 7, 2025.

 

Responsibilities

  • People Management - Managers deliver success through empowerment and accountability by modeling, coaching, and caring.
    • Model - Live our culture; Embody our values; Practice our leadership principles.
    • Coach - Define team objectives and outcomes; Enable success across boundaries; Help the team adapt and learn.
    • Care - Attract and retain great people; Know each individual’s capabilities and aspirations; Invest in the growth of others.

 

  • Program Planning and Development

Develops, guides, and iterates on learning programs, initiatives, and strategies for relevant audiences by identifying organizational needs, managing resources, communicating with executive stakeholders, and prioritizing work for the team. Ensures alignment of and empowers the team to align larger learning and skilling capabilities to the strategy of the organization for the most impact. Consolidates and connects information across the learning feedback loop to empower the team to build holistic planning across segments/the company, coordinate integration efforts, and orchestrate the skilling story with the team. Leads, facilitates, and prioritizes long-term planning efforts that capture the voice of the learner and have a global (e.g., intra-region) impact. Owns the strategic development of learning objectives and outcomes using a learner-centric approach, as well as how the team can successfully leverage them. Orchestrates and gives direction on how to best manage and scope resources available across segments/the company and within the team to help the team execute on the plan. Owns the process for financial planning and forecasting and determines budgets through assessing financial trends.

 

  • Program Execution

Oversees the implementation of core learning programs and systems at a global level. Guides the team and/or orchestrates stakeholder feedback on the content and program improvement process through examining and incorporating 360-degree feedback and data to make content adjustments. Owns the execution of a strategic end-to-end learner journey and collection of learning experiences and programs. Coordinates and orchestrates across numerous landing teams to allow the team to best execute and land on the content and operational needs.

 

  • Content Review and Confirmation

Represents the company and their team as a thought leader in their area when reviewing and enabling team members to review learning and development solutions and best practices in the industry with internal and external clients.

Establishes standards and best practices for how data should be used to see how successfully the content is meeting pre-established learning objectives for various deliverables. Owns the process for enabling the team to gather and evaluate content feedback from relevant stakeholders and partners from feedback sessions (e.g., focus groups) to determine and drive the most important feedback to prioritize and incorporate. Validates and approves program/content assessment for the team to enable them to execute rollout. Models and empowers the team on how to ensure that the content exceeds minimum requirements. Serves as a chief advocate for ensuring established privacy and accessibility standards are being followed by the team during content review while considering and tracking potential risks.

 

  • Program Success Analysis and Metrics

Oversees teams' use of data to evaluate relationships and trends across data, create and tell the data story, define capability gaps for the business, improve benchmarking, and drive learning priorities through learner-centric methodology. Coaches and manages teams to effectively evaluate learning programs and content to determine how they are being consumed by stakeholders and to drive higher consumption. Enables and continuously improves on the usage of internal and external tools and business intelligence (BI) systems for the team to pull appropriate data in partnership with relevant BI teams and leaders. Oversees the evaluation and analysis of programs’ effectiveness by enabling

others to conduct learning survey analyses, including program metrics (e.g., user satisfaction, participation in the deliverable), return on investment (ROI), behavior change, and business impact. Owns the communication of and enables their team to share key performance indicators (KPIs) and the data story with relevant stakeholders and executive leaders to get buy in for and to be accountable for achievement of target metrics. Continuously monitors competitive trends, learning culture external benchmarks, and landscape to improve company offerings.

 

  • Stakeholder/Customer Collaboration

Owns the process for identifying, developing, and managing relationships with key stakeholders/partners across relevant audiences, business units, or verticals/industries to represent their learning-related needs. Ensures that all teams collect customer/stakeholder feedback and oversees adjustments needing to be made to improve alignment between the program team's efforts and key stakeholder objectives. Leverages full-domain expertise of local/regional and global perspectives and owns consistent diversity and inclusion efforts with all key learning stakeholders and executive leaders. Leads efforts to design and maintain rhythm of business cadence with key stakeholders and leaders. Communicates learning and development approaches to executive leaders and stakeholders to educate them and secures buy in and implementation of solutions.

 

  • Embody Microsoft’s and 
Benefits/perks listed below may vary depending on the nature of your employment with Microsoft and the country where you work.
Industry leading healthcare
Educational resources
Discounts on products and services
Savings and investments
Maternity and paternity leave
Generous time away
Giving programs
Opportunities to network and connect

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