Director of AI-Driven Leadership Transformation

PSA Airlines, Inc.; Charlotte (NC); Hybrid; USD 120,000 - 170,000; Full time

Job summary

PSA Airlines seeks an experienced leader to set strategy for enterprise leadership development, elevate frontline leadership, and modernize onboarding. You will partner with senior leaders, translate priorities into scalable programs, and apply AI-enabled learning to drive access, speed, and impact across the organization.

In this supervisory role, you’ll design role-based development, measure readiness, and lead transformation initiatives that align with PSA’s culture and growth, including

Qualifications

• Bachelor’s degree in organizational development, human resources, business, education, or a related field, or equivalent relevant experience.
• 8+ years of progressive experience in leadership development, organizational development, talent management, enterprise learning, or a related discipline.
• Demonstrated experience designing, redesigning, or scaling leadership development programs and capability frameworks.
• Experience partnering with senior leaders and translating business needs into practical development solutions.
• Strong consulting, facilitation, change leadership, communication, and influencing skills.
• Ability to manage multiple enterprise priorities and move from strategy through implementation and measurement.
• Ability to speak/read/write in English.
• If hired, must be able to demonstrate that you are authorized to work in the U.S.

Responsibilities

• Design and lead an enterprise leadership development strategy aligned with PSA’s business priorities, operational requirements, and culture expectations.
• Define leadership capabilities and development pathways for frontline leaders, managers, directors, and high-potential talent.
• Connect identified succession talent to focused development experiences that strengthen readiness for broader leadership responsibility.
• Conduct structured intake with operational and corporate leaders to identify capability gaps, performance needs, and transformation priorities.
• Partner with People Business Partners and People Services to strengthen manager effectiveness, coaching, accountability, performance leadership, and sound decision-making.
• Build solutions from business and operational needs rather than relying on generic, one-size-fits-all programming.
• Assess the current leadership portfolio and redesign or retire programs based on relevance, effectiveness, and business value.
• Create role-based, blended, and on-demand development experiences that extend beyond new leader orientation.
• Partner with curriculum design and development teams to translate capability needs into scalable, technology-enabled and LMS-supported learning resources.
• Equip hiring managers and department leaders with practical tools for 30/60/90-day plans, role-specific training, knowledge transfer, decision rights, and readiness checkpoints.
• Establish clear leader accountability for structured onboarding and training plans before new team members begin work.
• Extend onboarding beyond initial orientation through assimilation milestones, development checkpoints, and sustained role-readiness support, particularly during operational transitions and Charlotte-based growth.
• Identify and implement practical AI-enabled use cases that improve learning access, personalization, productivity, communication, coaching, and decision support.
• Promote responsible adoption of modern learning tools while maintaining appropriate human judgment and business ownership.
• Build digital capability that helps leaders and teams navigate business transformation.
• Define success measures for leadership readiness, behavior change, onboarding effectiveness, adoption, internal bench strength, retention signals, and business impact.
• Use participant feedback, leader input, and available business data to evaluate effectiveness and continuously improve the portfolio.
• Provide concise updates to senior leaders on priorities, progress, risks, outcomes, and decisions needed.
• Responsible for the Company's Security and Safety Management System (SMS) and associated Safety Risk Management and Safety Assurance outputs
• Performs other duties as assigned.

Skills

Leadership development

Organizational development

Talent management

Change management

Facilitation

English proficiency

Education

Bachelor's degree in organizational development, human resources, business, education, or related field

Job description

PSA Airlines seeks an experienced leader to set strategy for enterprise leadership development, elevate frontline leadership, and modernize onboarding. You will partner with senior leaders, translate priorities into scalable programs, and apply AI-enabled learning to drive access, speed, and impact across the organization.

In this supervisory role, you’ll design role-based development, measure readiness, and lead transformation initiatives that align with PSA’s culture and growth, including