Executive Development & Leadership Acceleration Portfolio Director

Leadership development has never been more critical to building a resilient, future-ready organization. This role offers a unique opportunity to shape how executive leaders, senior talent, master practitioners, and high-potential employees prepare for broader enterprise impact across both People Leadership and Expert Leadership career paths. As the strategic architect of the enterprise executive and leadership acceleration portfolio, the Executive Development & Leadership Acceleration Portfolio Lead will translate business strategy, succession priorities, and future capability requirements into transformative development experiences that strengthen leadership effectiveness, accelerate readiness, and build sustainable talent pipelines.

Working across a global and highly matrixed environment, you will partner with senior executives, HR leaders, external thought leaders, coaches, and academic institutions to create development journeys that combine coaching, assessments, mentoring, enterprise exposure, action learning, and critical experiences. Your work will directly influence leadership readiness, succession strength, organizational capability, and long-term business performance while ensuring development opportunities are inclusive, evidence-based, and aligned to the future needs of the enterprise. 

Based in Indianapolis or Columbus, Indiana, this onsite-with-flexibility role is intentionally designed to enable meaningful face-to-face engagement, collaboration, and coaching with senior leaders and stakeholders across the enterprise. Relocation assistance is available.

In this role, you will make an impact in the following ways: 

• Shape the enterprise strategy for executive, senior leader, master practitioner, and high-potential development programs that strengthen organizational capability and leadership readiness. 
• Design and evolve differentiated development pathways that accelerate growth across both People Leadership and Expert Leadership career tracks. 
• Build a connected leadership ecosystem that aligns executive development, leadership acceleration, succession readiness, and enterprise talent priorities. 
• Partner with senior business leaders and HR stakeholders to translate future capability requirements into scalable development solutions and experiences. 
• Lead the integration of coaching, assessments, mentoring, sponsorship, action learning, enterprise exposure, and critical assignments into transformative leadership journeys. 
• Establish high-quality external partnerships with executive coaches, universities, faculty members, and thought leaders to deliver best-in-class development experiences. 
• Leverage data, research, participant feedback, and portfolio metrics to continuously improve program effectiveness, readiness outcomes, and investment value. 
• Advance innovative and responsible use of technology and AI-enabled development solutions that enhance personalization, learning effectiveness, and participant impact.

Responsibilities

To be successful in this role you will need the following: 

• Executive presence and the ability to influence, advise, and build credibility with senior leaders, officers, and highly experienced subject matter experts. 
• Deep expertise in executive development, leadership acceleration, succession readiness, and high-potential talent development. 
• Strong enterprise mindset with the ability to connect business strategy, talent priorities, and leadership capability development into a cohesive portfolio approach. 
• Systems thinking and portfolio leadership skills that enable effective governance, prioritization, and lifecycle management across multiple development programs. 
• Expertise designing inclusive and equitable development experiences that support diverse leadership pathways, workforce segments, and forms of enterprise contribution. 
• Strong consulting, partnership, and stakeholder management capabilities to navigate complex cross-functional and global environments. 
• Analytical rigor and evidence-based decision-making skills to assess outcomes, identify opportunities, and recommend strategic improvements. 
• Sound judgment, discretion, and confidentiality when working with executive populations, succession-related insights, and sensitive organizational matters.

Qualifications

Education/Experience

• Significant progressive experience leading executive development, leadership development, organizational development, or enterprise talent development initiatives. 
• Demonstrated success designing, implementing, governing, and continuously improving executive, senior leader, master practitioner, high-potential, or leadership acceleration programs within complex global organizations. 
• Experience advising executive leaders, senior HR stakeholders, and functional or technical leadership teams on leadership capability development, succession readiness, and talent acceleration strategies. 
• Proven ability to integrate executive coaching, leadership assessments, sponsorship, mentoring, peer learning, faculty partnerships, and critical experiences into comprehensive development journeys.
• Experience leveraging analytics, external market insights, emerging technologies, and evidence-based measurement frameworks to evaluate leadership development effectiveness and portfolio value.
• College, university, or equivalent degree in Human Resources, Business, or related field or equivalent experience required.

Work Arrangement: This role is based onsite with flexibility in Indianapolis or Columbus, Indiana, where regular in-person engagement with senior leaders and executive stakeholders is a key part of driving impact. Remote consideration may be available for an exceptional candidate; however, frequent travel to Indiana will be required. Travel between an employee's residence and their designated work location is considered a personal commuting expense and is not reimbursable.

Compensation 

Please note that the salary range provided is a good faith estimate on the applicable range. The final salary offer will be determined after considering relevant factors, including a candidate’s qualifications and experience, where appropriate.