The Senior Manager, Leadership Development serves as the firm's leadership development subject matter expert and strategic advisor to the Director of Learning & Development. This role is responsible for the strategy, design, development, implementation, and continuous improvement of leadership development initiatives across the organization.

This role develops and advances the firm's leadership development framework and portfolio, ensuring leaders at all levels have the capabilities required to achieve business objectives and support the organization's long-term success. The position partners closely with L&D colleagues, business leaders, HR colleagues, and external partners to identify leadership capability needs, develop scalable solutions, and align leadership development investments with organizational priorities.

The Senior Manager provides thought leadership regarding leadership assessment, effectiveness, capability development, and succession readiness, as well as emerging leadership practices. The role balances strategic planning with program oversight, ensuring leadership initiatives deliver measurable value to leaders, teams, and the business.

Leadership Development Strategy

• Develop and maintain the organization's leadership development strategy and roadmap.
• Define leadership capability priorities aligned with organizational goals and future workforce needs.
• Establish and evolve leadership development frameworks, learning pathways, and curriculum architecture.
• Monitor emerging research, trends, and best practices in leadership development, organizational effectiveness, and adult learning.
• Monitor the overall portfolio of leadership learning initiatives and recommend adjustments to resources, sequencing, and priorities as business needs evolve.
• Partner with the Director of Learning & Development and Senior Manager, Learning Consulting to align leadership development priorities with broader workforce capability strategies.

Leadership Program Portfolio

• Lead the design, implementation, and continuous improvement of leadership development initiatives across leadership levels.
• Facilitate engaging and learner-centered virtual and in-person experiences, as needed.
• Manage the leadership development portfolio, including emerging and new leader, manager, senior manager, executive, and high-potential development offerings.
• Ensure leadership programs provide a cohesive development journey across career stages.
• Partner with Learning Consultants to identify opportunities for leadership capability development within business areas.
• Manage external vendors, facilitators, assessments, and learning partners supporting leadership initiatives.

Leadership Capability Development

• Assess organizational leadership capability needs and identify opportunities to strengthen effectiveness.
• Develop solutions that build critical leadership capabilities, including coaching, communication, collaboration, strategic thinking, business acumen, talent development, change leadership, and inclusive leadership.
• Establish tools, resources, learning experiences, and reinforcement strategies that support leader growth.
• Serve as an internal resource and subject matter expert on leadership development practices and approaches.

Business Partnership and Influence

• Build strong partnerships with leaders, HR colleagues, Learning Consultants, and key stakeholders.
• Consult with firm leaders and HR colleagues regarding leadership capability priorities, development needs, and succession readiness considerations.
• Facilitate discussions that strengthen alignment between business priorities and leadership development investments.

Measurement and Continuous Improvement

• Establish measures of success for leadership development initiatives.
• Evaluate program effectiveness through participant feedback, behavioral indicators, business outcomes, and leadership capability measures.
• Analyze leadership development data and provide recommendations for improvement.
• Continuously refine leadership offerings based on organizational needs, participant feedback, and industry best practices.

Required

• Bachelor’s degree in organizational development, education, or related field.
• 8+ years of progressive experience in leadership development, talent development, organizational development, or related disciplines.
• Demonstrated experience designing and leading enterprise leadership development initiatives.
• Experience working with senior leaders and facilitating leadership-related strategy discussions.
• Strong understanding of adult learning, leader development, organizational effectiveness, and talent development practices.
• Exceptional facilitation, communication, consulting, and stakeholder management skills.
• Strong project and portfolio management capabilities.
• Ability to influence without authority and build partnerships across diverse stakeholder groups.

Preferred

• Master’s degree in organizational development, leadership, human resources, business administration, psychology, or related field.
• CPTD, executive coaching certification, leadership assessment certifications, or similar professional credentials.
• Experience in professional services, accounting, consulting, healthcare, or other knowledge-intensive environments.
• Experience with leadership assessments, coaching programs, succession planning processes, and high-potential development programs.

The base salary range targeted for this role is $120,000 - $140,000.  This position may also be eligible for a discretionary annual bonus based on factors such as company and personal performance.  This salary range represents BerryDunn’s good faith and reasonable estimate of the range of possible compensation at the time of posting. If an applicant possesses experience, education, or other qualifications more than the minimum requirements for this posting, that applicant is encouraged to apply, and a final salary range may then be based on those additional qualifications; compensation decisions are dependent on the facts and circumstances of each case. The salary of the finalist selected for this role will be based on a variety of factors, including but not limited to years of experience, depth of experience, seniority, merit, education, training, amount of travel, and other relevant business considerations.

Our people are what make BerryDunn special, and in return we strive to support our employees and help them thrive. Eligible employees have access to benefits that go beyond what’s expected to support their physical, mental, career, social, and financial well-being. Visit our website for a complete list of benefits and a look into our culture: Experience BerryDunn.

We will ensure that individuals are provided reasonable accommodation to participate in the job application or interview process or perform essential job functions. Please contact careers@berrydunn.com to request an accommodation.

We are committed to equal employment opportunity regardless of race, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender, gender identity or expression, or veteran status. We are proud to be an equal opportunity workplace.

About BerryDunn

BerryDunn is the brand name under which Berry, Dunn, McNeil & Parker, LLC and BDMP Assurance, LLP, independently owned entities, provide services. Since 1974, BerryDunn has helped businesses, nonprofits, and government agencies throughout the US and its territories solve their greatest challenges. The firm’s tax, advisory, and consulting services are provided by Berry, Dunn, McNeil & Parker, LLC, and its attest services are provided by BDMP Assurance, LLP, a licensed CPA firm. 

BerryDunn is a client-centered, people-first professional services firm with a mission to empower the meaningful growth of our people, clients, and communities. Led by CEO Sarah Belliveau, the firm has been recognized for its efforts in creating a diverse and inclusive workplace culture, and for its focus on learning, development, and well-being. Learn more at berrydunn.com.