Manager of Leadership Development

Idaho National Laboratory; Idaho Falls (ID); On-site; USD 94,000 - 225,000; Full time

Benefits offered by this job

Medical, Dental, Vision

Relocation Package

Paid Time Off

Tuition Assistance

Job summary

Idaho National Laboratory seeks a Manager of Leadership Development to lead a multi-level development journey for Individual Contributors, Managers, and Leaders. You will drive coherence across programs, coordinate assessments, coaching and mentoring, and ensure a consistent development experience across all levels.

The role supervises the three Program Design Leads, aligning workstreams, managing external partners, and reporting on program health with a focus on enterprise-wide leadership

Qualifications

• Bachelor’s degree is required.

Responsibilities

• Ensure development programs for ICs, Managers, and Leaders function as one coherent journey.
• Own the consistency, hand-offs, and shared philosophy that connect the three programs and development infrastructure.
• Oversee program component design and collaboration with Design Leads.
• Manage the portfolio of assessments used for self-awareness and ensure proper deployment and interpretation across levels.
• Oversee coaching offerings, including vendor selection and appropriate sequencing across levels.
• Oversee mentoring and peer network opportunities across levels and ensure access at each level.
• Identify work experience needs and embed experiences into individual development plans.
• Oversee Empower Leader events and Leadership Summit planning.

Education

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

Job description

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

• The Manager of Leadership Development ensures that development programs for Individual Contributors, Managers, and Leaders function as one coherent employee journey rather than three independent programs.
• This role owns the consistency, hand-offs, and shared philosophy that connect the three programs, along with the shared development infrastructure (assessments, coaching, mentoring, work experiences) that all three levels draw on — plus the people‑management and coordination that lets the three Leads focus on program design.
• 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.

About Us

INL is a science‑based, applied engineering national laboratory dedicated to supporting the U.S. Department of Energy's mission in nuclear energy research, science, and national defense. With more than 6,300 scientists, researchers, and support staff, the laboratory works with national and international governments, universities and industry partners to change the world's energy future and secure our nation's critical infrastructure.

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

INL does not accept resumes from third party vendors unsolicited.