Leadership Development Lead

Responsibilities Peraton is seeking a Leadership Development Lead to serve as a strategic subject matter expert in the design, development, and implementation of enterprise leadership development strategies and experiences. This role will help strengthen the organization’s leadership pipeline by building differentiated development opportunities for first-line managers, mid-level leaders, senior leaders, and high-potential talent. The Leadership Development Lead partners closely with business leaders, Human Resources Business Partners, and other key stakeholders to identify critical leadership capabilities, translate business needs into targeted development solutions, and prepare current and emerging leaders for increased responsibility.

The role also uses talent insights, data, and best practices to continuously evaluate and improve leadership development strategies and programs. This role is part of the Talent Management organization which ensures leadership development is integrated with broader organizational and talent priorities while serving as a trusted advisor and thought leader on leadership capability and development across the enterprise. This is a hybrid role, and it requires weekly presence at the Peraton Reston office.  

Candidates must be within a reasonable commuting distance to Reston Town Center, without exception. Leadership Development Strategy Assess organizational leadership needs and translate business priorities, talent data, and emerging workforce trends into targeted development strategies.  Implement enterprise leadership development strategies and solutions aligned with corporate growth objectives, workforce priorities, and evolving business needs.  Serve as a subject-matter expert and strategic advisor on leadership development, providing insights and recommendations to senior leaders and HR partners.  

Help establish and evolve leadership competencies and behavioral expectations across leadership levels.  Design scalable leadership development solutions that can support the organization’s evolving talent needs.  Leadership Programs & Experiences Manage the design, development, and delivery of leadership development programs, academies, workshops, and learning experiences for first-line managers, mid-level leaders, and senior leaders.  Create differentiated development experiences based on leadership level, performance, organizational needs, and career aspirations.  

Develop curriculum and learning experiences focused on critical leadership capabilities.  Integrate experiential development approaches, including mentoring, coaching, action learning, simulations, stretch assignments, and other on-the-job experiences.  Develop targeted programs, tools, and resources that strengthen the effectiveness of first-line and mid-level managers.  High-Potential & Emerging Leader Development Develop individual development strategies and plans for high-potential and emerging talent, connecting individual capabilities and career aspirations with future leadership opportunities.  

Partner with leaders and HR Business Partners to identify high-potential talent and address critical leadership capability gaps.  Design development experiences that accelerate readiness for expanded roles and increased leadership responsibility.  Measurement, Analytics & Continuous Improvement Establish and apply metrics and evaluation approaches to assess leadership development effectiveness and business impact.  Analyze participation, promotion, retention, internal mobility, succession readiness, and leadership capability data to identify development priorities and opportunities.  

Use talent and workforce analytics to identify emerging leadership capability gaps and talent risks.  Gather…