Leadership Development & Delivery Manager

Reporting to the Global Learning and Development Director, this role designs and implements global leadership programs to drive talent growth and succession planning across Genus. Responsibilities include collaborating with business leaders to develop leadership training pathways tailored to various levels, ensuring global consistency with flexibility for local needs, and fostering a continuous learning culture. The role requires strong strategic design, partnership with stakeholders, and project management skills, with occasional global travel to support alignment and program delivery. You Will: ESSENTIAL DUTIES AND RESPONSIBILITIES include the following. Other duties may be assigned. Leadership Development and Collaboration

• Strategic Leadership Programs: Partner with HRDs, HRBPs, and senior leaders to design and deliver a global leadership program for all levels, from new starters to senior executives, aligned with the company's strategy. Equip trainers with resources for effective program delivery.
• Talent Management: Collaborate with HRDs, HRBPs, and the L&D team to develop high-potential employees through mentoring and structured pathways, fostering an inclusive, diverse leadership pipeline.
• Leadership Training: Create in-house leadership training tailored to the company's needs, transitioning from external models to internal programs that support global leadership development.
Succession Planning
• Succession Framework: Build a structured succession planning framework to identify and prepare future leaders.
• Pipeline Development: Establish a clear leadership pipeline to support career progression.
• Leadership Transitions: Implement programs for smooth role transitions, equipping new leaders with necessary skills.
• Talent Alignment: Integrate succession planning with talent management initiatives, including mentorship and cross-functional assignments.
Leadership Development Programs
• Customised Pathways: Design level-specific development pathways for leaders, with engaging, accessible content.
• On-Demand Resources: Provide online courses, workshops, and modules for continuous learning.
• Development Plans: Integrate PDPs and IDPs to support personal growth and career advancement.
Global Alignment and Consistency
• Leadership Framework: Ensure a consistent global framework with regional adaptation.
• Regional and Cross-Regional Collaboration: Facilitate collaboration through forums, workshops, and peer learning.
• Monitoring and Metrics: Track and assess leadership initiatives to align with business goals.
Leadership Culture and Engagement
• Promote a culture of leadership through accountability, collaboration, and transparency. Engage employees in leadership development and use feedback to drive improvement.
• Recognition Programs: Implement recognition to reward outstanding leadership, supporting employee growth and success.
Strategic Leadership Importance
• Alignment with Strategy: Ensure leadership programs align with the company's broader strategy, promoting diversity and inclusion.
• Global Impact: Design globally relevant programs to support both local and global objectives.
• Reporting and Insights: Provide leadership progress reports to highlight successes and areas for improvement.
Genus Core Behaviours / Competencies Customer impact: builds strong, profitable, sustainable customer relationships, anticipating and exceeding customer expectations to increase demand for services and products in order to build loyalty. Managing external environment: anticipates and responds quickly to environmental changes for the benefit of the business and customers, through strong external networks and deep understanding of the markets. Execution Orientation: Drives to set ever higher standards and achieve results through determination, resilience and commitment. Develops solutions to enhance the service offering and drive continuous improvement. Setting Direction: develops simple, deliverable plans based on pragmatic new thinking, ideas or concepts. Assesses accurately commercial risk and return. Change management: Champions, leads, support or embeds change to improve things. Communicates well and helps others by overcoming barriers. Analysis and Decision Making: Analyses opportunities and problems thoughtfully and thoroughly to make good and timely decisions. Team Mobilisation: contributes towards the success to be a part of a high performing diverse team. Collaboration: 'One team' approach - gains commitment to strategic vision and goals. Builds and maintains networks and relationships, sharing knowledge and experience, delivering on commitments. The following are qualities that are the foundations on which Genus team members work:
• Integrity
• Honesty
• A desire to work to make a difference in the communities & countries that we work in
• Delivery on commitments - do what you say you are going to do
  
  Travel - This role requires occasional global travel to support regional leadership development, ensure program consistency, and align with global leadership strategies across locations.
Education - A degree in Human Resources, Organisational Development or a related field is required, with a master's degree or MBA preferred, particularly in areas such as Leadership Development, Organisational Psychology, or Learning and Development. Licenses/Certifications - certifications in Leadership Development, Coaching (e.g., ICF), Talent Management (e.g. CIPD), or Instructional Design could be beneficial to demonstrate expertise in specialised areas relevant to the role. Experience - Extensive experience in leadership development and talent management within HR, with a focus on designing and implementing programs across all levels, ideally in a global context. Experience in succession planning and aligning programs with strategic objectives is essential. Other - Strategic thinking, project management, and strong communication and influencing skills across all levels. Cross-cultural competence to adapt programs globally, data analysis for tracking and reporting, and expertise in coaching and mentoring. Adaptability and innovation are essential for evolving leadership programs.