Leadership Development Programs Lead

Clearwater Analytics; Boise (ID); On-site; USD 120,000 - 180,000; Full time

Job summary

Clearwater Analytics seeks a Leadership Development Programs Lead to own executive talent management and governance for ELT-level programs. You will shape succession planning, executive development, onboarding/offboarding, and board-ready reporting.

The role requires handling confidential talent data and partnering with the CEO’s office, Chief of Staff, and senior HR leadership to drive cross-functional governance.

Qualifications

• 7+ years in executive talent management or organizational development with C-suite exposure.
• Experience shaping succession planning and executive development for senior leaders.
• Experience guiding onboarding/offboarding and governance of transitions.
• Experience preparing materials for board-level review or CEO’s office collaboration.
• Confidentiality and sound judgment on sensitive personnel matters.

Responsibilities

• Lead succession planning and bench-strength assessments for ELT and key roles.
• Design and oversee executive coaching, with tailored, confidential plans.
• Own end-to-end executive onboarding, offboarding, and transitions.
• Prepare board-level talent reports in coordination with CEO’s office.
• Establish governance processes for executive talent programs and cross-functional coordination.

Skills

Succession planning

Executive coaching design

External coaching management

360 assessments

Executive communication

Governance & program management

Discretion & confidentiality

Education

Bachelor’s in HR/Organizational Psychology/Business

ICF coaching certification

Master’s degree preferred

Tools

Hogan

DiSC

Korn Ferry

Job description

We are seeking an experienced Leadership Development Programs Lead to own HR programs and processes for the executive population — the Executive Leadership Team (ELT) and their direct reports. Given the confidentiality, governance, and cross-functional coordination these programs require, this role sits at the intersection of talent management, executive development, and board-level reporting, partnering closely with the CEO’s office, Chief of Staff, and senior HR leadership.

The ideal candidate brings experience in executive talent management, leadership development, or organizational development, with a demonstrated ability to operate with discretion at the most senior levels of an organization and to translate complex talent decisions into clear, board-ready narratives.

Responsibilities:

Succession Planning & Bench Strength

• Lead succession planning and bench-strength assessment for the ELT and other critical leadership roles across the organization.
• Partner with senior executives and HR leadership to identify successor pools, close readiness gaps, and mitigate key-person risk.
• Maintain and continuously refine succession planning frameworks, talent reviews, and calibration processes for the executive population.

Executive Development

• Design and oversee executive coaching, assessment, and leadership growth pathways for the ELT and their direct reports.
• Manage relationships with external executive coaches and assessment providers, ensuring development plans are tailored, confidential, and outcome-driven.
• Build individualized development plans grounded in 360 feedback, psychometric assessment, and business context.

Executive Onboarding, Offboarding & Transitions

• Own the end-to-end experience for executive-level talent moves, including onboarding new executives, offboarding departing leaders, and supporting internal executive transitions.
• Coordinate cross-functionally (HR, Legal, Communications, IT, CEO’s office) to ensure seamless, well-governed executive transitions.
• Develop transition and integration plans that set incoming executives up for early success.

Board-Level Talent & Organization Reporting

• Prepare board-level talent and organization reporting in close coordination with the CEO’s office and Chief of Staff.
• Translate succession plans, executive development progress, and organizational health data into clear, accurate materials for board and committee review.
• Maintain the highest standards of confidentiality and data integrity given the sensitivity of executive and board-level talent information.

Governance & Cross-Functional Coordination

• Serve as a trusted, discreet advisor to the ELT, CEO’s office, and Chief of Staff on executive talent matters.
• Establish and maintain governance processes (timelines, documentation, approval workflows) for executive talent programs.
• Partner with Legal, Compliance, and Communications as needed on sensitive executive personnel matters.

Requirements:

• 7+ years of progressive experience in executive talent management, leadership development, or organizational development, with direct exposure to C-suite/ELT-level programs
• Demonstrated experience managing succession planning and executive development for senior leadership populations
• Experience supporting executive onboarding/offboarding and leadership transitions in a well-governed, cross-functional manner
• Experience preparing materials for or presenting to a board of directors or board committee, or working in close partnership with a CEO’s office/Chief of Staff function
• Proven ability to operate with a high degree of confidentiality, discretion, and sound judgment on sensitive personnel matters

Skills & Competencies:

• Deep knowledge of succession planning methodologies, executive assessment tools, and leadership competency frameworks for senior populations
• Skilled at executive coaching program design and management of external coaching relationships
• Experience with 360 assessments and psychometric tools (e.g., Hogan, DiSC, Korn Ferry) at the executive level
• Strong executive presence and communication skills; able to advise and influence ELT members, the CEO’s office, and board stakeholders
• Excellent project and governance management skills; able to manage sensitive, time-bound processes with multiple senior stakeholders
• High emotional intelligence and discretion; trusted to handle confidential and sometimes politically sensitive information

Education & Certifications:

• Bachelor’s degree in Human Resources, Organizational Psychology, Business, or related field required; Master’s degree preferred
• Certification in coaching (e.g., ICF), leadership assessment tools, or organizational development a plus