Manager of Leadership Development

Battelle Energy Alliance; Idaho Falls (ID); On-site; USD 105,000 - 160,000; Full time

Benefits offered by this job

Medical plan

Dental plan

Vision plan

401(k) match

Paid time off

Tuition assistance

Relocation package

Job summary

Idaho National Laboratory is hiring a Manager of Leadership Development to join the Human Resource Talent Development team at our Idaho Falls facility. The role coordinates assessments, coaching, mentoring, and access to development opportunities across IC Manager Leader levels.

The position emphasizes facilitation, program design, and vendor management within a matrix environment. A bachelor’s degree and 6+ years in leadership development are required.

Qualifications

• Bachelor's degree in organizational development, HR, education, or related field (or equivalent).
• 6+ years in talent/leadership development or organizational development with multi-level programs.
• Experience with 70-20-10 or similar development frameworks.
• People management experience, coaching or instructional design leadership.
• Strong facilitation and influence to lead through alignment.

Responsibilities

• Oversee program design and portfolio of assessments for self-awareness.
• Own the coaching offering, including vendor selection and sequencing.
• Oversee mentoring, peer networks, and access at all levels.
• Identify work experience needs and intentionally integrate into development plans.
• Lead quarterly Empower Leader events and bi-annual Leadership Summit.

Skills

Facilitation

People management

Influence skills

Leadership development

Stakeholder alignment

Education

Bachelor's degree in organizational development, Human Resources, Education, or related field

Tools

DISC

Big5

MBTI

Assessment platforms

Job description

Idaho National Laboratory is hiring a Manager of Leadership Development to work with our Human Resource Talent Development team. Our team works a 9x80 schedule located out of our Idaho Falls facility with every other Friday off.

Responsibilities

• Program Component Oversight (in partnership with the three Program Design Leads)
• Own the portfolio of assessments used for self-awareness (e.g., MAPP, Workplace Big5, TalentTelligent Competencies), ensuring the right tools are selected, consistently deployed, and interpreted meaningfully across the IC, Manager, and Leader levels
• Own the coaching offering - both internal and external providers - including vendor/provider selection, quality and fit, and ensuring coaching is allocated and sequenced appropriately across the three levels
• Oversee the design and availability of mentoring and peer network opportunities (e.g., networking opportunities, use of One INL Mentoring), ensuring meaningful access at each level of the journey
• Oversee the identification of work experience needs (e.g., stretch assignments, job rotations) at each level, ensuring these experiences are intentionally built into individual development plans rather than left ad hoc
• Oversee the quarterly Empower Leader events as well as the bi-annual Leadership Summit event

Integration & Coherence

• Own and maintain a shared competency/journey architecture spanning IC Manager Leader, ensuring the three Development Workstream Leads design against a common framework
• Identify and close gaps or redundancies at the hand-off points between workstreams (e.g., what a high-performing IC needs to be ready for the Manager program; what a new Manager needs before entering the Leader program)
• Establish and run a regular integration cadence (e.g., joint planning sessions, shared reviews) where the three Leads align on approach, terminology, and philosophy
• Maintain shared standards for how the development methodology is applied across workstreams, so the model means the same thing at every level even as content differs

People Leadership

• Manage, coach, and develop the three Program Design Leads, including performance management and career growth
• Balance workload, staffing, and priorities across the three Leads, surfacing capacity conflicts to the Deputy Director when trade‑offs require it
• Represent the Leadership & Career Development workstream team's staffing needs and priorities to the Deputy Director of Programs and to the Deputy Director of Operations (Facilitation, Learning Experience capacity, LMS) planning conversations

Program Health & Reporting

• Monitor cross-workstream metrics (e.g., progression rates between levels, consistency of participant experience, program effectiveness) in addition to each Lead's individual program metrics
• Flag when a workstream's design choices risk breaking integration (e.g., diverging competency language) and work with the relevant Lead to resolve it
• Report on the health of the integrated development journey as a whole - not just three separate program statuses

Minimum Qualifications

• Bachelor's degree in organizational development, Human Resources, Education, or related field (or equivalent experience)
• 6 years of experience in talent/leadership development or organizational development, including experience designing or overseeing multi‑level development programs
• Demonstrated experience with the 70-20-10 model or comparable holistic development frameworks
• People management experience, ideally managing other programs or instructional design professionals
• Strong facilitation and influence skills - this role leads through alignment, not just authority, since the Leads retain content ownership

Preferred Qualifications

• Experience building or maintaining competency models or career frameworks that span multiple levels of an organization
• Background in both individual contributor and leadership development (breadth across levels, not just one)
• Experience operating in a matrixed structure with a separate delivery/operations function
• Experience managing external vendor or provider relationships (e.g., coaching, assessment platforms)
• Familiarity with psychometric or self‑assessment tools (e.g., DISC, Big5, MBTI, or similar) and how they're applied in development contexts

Job Information

The target pay range for this position is ($104,649 -$160,458) annually. The full pay range is ($93,840-$225,180). At Idaho National Laboratory compensation decisions are determined using factors such as education, relevant experience, and other credentials.

Physical Requirements

While performing the duties of this classification, the employee is frequently required to stand, walk, sit, stoop, kneel, bend, and work in an office and field/laboratory environment. The job requires hand/finger dexterity to keyboard or type, handle materials, manipulate tools, and reach with hands and arms. The job requires operation of job‑related equipment and driving a vehicle. The employee must occasionally lift and/or move up to 35 pounds. Sufficient visual acuity and hearing capacity to perform the essential functions and interact with people is required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Benefits and Relocation

• Medical, Dental, Vision, and Flexible Spending Accounts
• 401(k) with a 4.2% employer contribution and up to 4.8% match (regular positions) or self‑contribute access (postdoctoral positions)
• Paid time off (personal leave)
• Employee Education Program (tuition assistance for eligible positions)
• Comprehensive Relocation Package
• Benefit eligibility subject to multiple factors, including employment status and position classification.

At this time, BEA will not sponsor any H1-B visas obtained outside of the United States of America (U.S.A.), including consular visas.

INL Mission

Our mission is to discover, demonstrate and secure innovative nuclear energy solutions, other clean energy options and critical infrastructure.

INL Vision

Our vision is to change the world's energy future and secure our nation's critical infrastructure.

Selective Service Requirements

To be eligible for employment at INL males born after December 31, 1959 must have registered with the Selective Service System (SSS). For more information see www.sss.gov.

Equal Employment Opportunity

Idaho National Laboratory (INL) is an Equal Employment Opportunity (EEO) employer. It is the policy of INL to provide equal employment opportunities to all qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, protected veteran or disabled status, or genetic information.

Reasonable Accommodation

We will ensure that individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment. Please contact us to request accommodation.

Other Information

When applying to positions please provide a resume and answer all questions on the following screens. Applicants, who fail to provide a resume or answer the questions, may be deemed ineligible for consideration.

INL does not accept resumes from third party vendors unsolicited.