Global Leadership Development Advisor

FM, a leading mutual insurance company established nearly two centuries ago, is dedicated to property risk management and resilience for its policyholder-owners—many of the world’s largest organizations, including one in four Fortune 500 companies. Our mission combines scientific research, engineering expertise, and insurance protection to help clients prevent property loss and maintain business continuity through cost-effective risk management strategies.

The Global Leadership Development Advisor is a high-profile enterprise role responsible for designing and implementing leadership development experiences that support both in-role and top talent leaders across all leadership levels—Executives, Managers of Managers, and Managers of Individual Contributors.

As part of the FM Academy, the Global Leadership Development Advisor partners with HR, Talent Management and other key stakeholders to identify leadership development needs and deliver targeted interventions that foster a high-performance leadership culture.

This role is integral to executing the company’s enterprise leadership development strategy, building a strong leadership bench for succession, and ensuring programs align with organizational priorities and evolving business needs.

Schedule and Location
This is a full-time exempt position, office-based in Norwood, MA with 30% of domestic and international travel is required annually.

• Provide strategic program management oversight for the design and implementation of leadership development experiences that address in-role, top-talent, and transition needs across all leadership levels—including executives, managers of managers, managers of individual contributors, high potentials, and aspiring leaders.

• Plan and deliver global leadership development programs using diverse learning methodologies to ensure managers and our top talent leaders acquire the skills and capabilities necessary to foster a high-performance culture across teams, functions, and operations.

• Work collaboratively with key enterprise stakeholders to ensure leadership development programs remain relevant, aligned to organizational priorities, and responsive to evolving business and leadership needs.

• Partner closely with HR and Talent Management to align insights from leadership development programs with enterprise-wide talent management strategies and succession planning processes.

• Apply evidence-based practices across all leadership development programs to identify and address capability gaps while leveraging individual and organizational strengths, ensuring interventions are targeted, impactful, and aligned with strategic business priorities.

• Establish and maintain standards for evaluating learning effectiveness, tracking progress, and reporting on business impact using industry benchmarks, trends, and data-driven insights.

Required Education

• Graduate Degree: organizational psychology, adult learning, leadership development, management, organizational behavior, MBA, Med, MA, EMBA, PhD, EdD (a combination of education and experience will be considered in lieu of a Graduate degree)

Required Work Experience

• 10+ years of experience required with the following:
o Demonstrated experience as a people manager with 10+ years of successfully leading teams while driving the design, implementation, and sustainability of global management and leadership development programs. Brings a strong track record of translating managerial insights into impactful, enterprise-wide experiential learning solutions
o Proven track record of partnering with senior and executive-level leaders to influence strategic decisions, drive organizational change, and deliver leadership development initiatives that impact enterprise-wide outcomes.
o Proven ability to design and implement enterprise-wide leadership and management strategies that strengthen leadership capabilities across all organizational levels.
o Strong track record of delivering impactful, business-aligned leadership development solutions that meet learner needs and produce measurable outcomes.
o Demonstrated success in creating, deploying, and sustaining internal coaching and mentoring…