Leadership Development Lead

Peraton is seeking a Leadership Development Lead to serve as a strategic subject matter expert in the design, development, and implementation of enterprise leader development strategies and experiences. This role will help strengthen the organization’s leader and program manager pipeline by building differentiated development opportunities for different leader types. 

The Leadership Development Lead partners closely with business leaders, Human Resources Business Partners, and other key stakeholders to identify critical 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 leader 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, to include program and project managers.  

• Integrate the framework and competency models into talent processes, including selection, performance, talent reviews, succession planning, and career mobility. 

• 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, program leaders, and senior leaders.  

• Create differentiated development experiences based on leadership type and level, performance, organizational needs, and career aspirations.  

• Develop curriculum and learning experiences focused on critical leadership and program management 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 all leaders. 

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 participant and stakeholder feedback and use insights to continuously improve leadership programs and experiences.  

• Prepare and present program outcomes, insights, and recommendations to senior leadership and key stakeholders.  

Enterprise Partnership & Influence 

• Build strong partnerships across Talent Management, HR Business Partners, and business leaders to align leadership development with broader talent priorities.  

• Partner with business leaders to understand evolving leadership needs and translate those needs into practical development solutions.  

• Influence and collaborate across the organization to build leadership capability without relying on formal authority.  

• Stay current on leadership development research, practices, technology, and emerging trends and translate relevant insights into innovative, practical solutions.  

• Serve as a trusted advisor and thought leader on leadership development across the organization. 

• Bachelor's degree with 8+ years of relevant experience in talent management, leadership development, organizational development, HR, or a related discipline.  

• 12+ years of experience may be consider in lieu of degree. 

• Experience designing and implementing leadership-development programs, at scale. 

• Experience designing, implementing, or managing a Leadership Development Framework and associated Competency Model, including defining proficiency levels, career paths, and aligned development solutions, for multiple leader types and levels. 

• Ability to translate business strategy into practical talent-development initiatives. 

• Demonstrated experience with the following practices: 

• Competency Modeling 

• High-potential talent programs  

• Program Manager development  

• Strong facilitation and presentation skills, including experience presenting to senior executives.  

• Strong project-management and organizational skills.  

• Demonstrated ability to influence leaders without direct authority.  

• Strong written and verbal communication skills.  
• Must be a US citizen

Desired Qualifications 

• Experience working in the government contracting industry 

• Experience working in HR as an HRBP, or other talent focused role.