Associate Training Director, Frontline Leadership Development

Description Summary of Duties and Responsibilities

• Lead the design, implementation, and continuous improvement of frontline leadership development programs for Team Leaders, Supervisors, Managers, and emerging leaders.
• Develop and execute leadership readiness, succession planning, and apprenticeship strategies to build a strong pipeline of future leaders.
• Oversee leadership curriculum, coaching frameworks, learning journeys, and certification programs that drive leader effectiveness and business performance.
• Partner with Operations, HR, Quality, and Client stakeholders to identify leadership capability gaps and implement targeted development solutions.
• Facilitate leadership workshops, coaching sessions, leadership academies, and high-potential development programs.
• Establish coaching standards and governance to ensure leaders consistently apply effective coaching practices that improve employee performance and engagement.
• Monitor and evaluate program effectiveness through leadership performance metrics, readiness assessments, participant feedback, and business outcomes.
• Leverage analytics and performance data to identify trends, measure ROI, and make data-driven recommendations for leadership development initiatives.
• Lead and mentor Training Managers, Leadership Facilitators, Coaches, and instructional design teams responsible for leadership development delivery.
• Integrate future-focused capabilities including AI-enabled learning, digital leadership, change management, workforce transformation, and skills-based development into leadership programs.
• Drive leadership culture initiatives that promote accountability, employee engagement, operational excellence, and talent retention.
• Manage leadership development projects, budgets, resources, vendor relationships, and strategic initiatives to ensure successful execution and scalability.
• Ensure all leadership development programs align with organizational goals, client expectations, compliance requirements, and talent management strategies.
• Serve as a strategic advisor to senior leadership on leadership capability building, workforce readiness, organizational effectiveness, and succession planning.

Key Accountabilities

• Leadership Pipeline Development
• Succession Readiness
• Coaching Excellence
• High-Potential Development
• Leadership Program Effectiveness
• Talent Retention & Engagement
• Future Skills Development
• Stakeholder Partnership
• Learning Innovation & Transformation
• Business Performance Impact

Primary Objective

Develop a sustainable pipeline of highly capable frontline leaders by delivering leadership development, coaching, succession, and talent strategies that improve employee performance, strengthen organizational capability, and support long-term business growth.