• Leadership Development Manager

    Job Location US-TX-Richardson Operations Center
    ID
    2018-3611
    Location: Address
    2350 Lakeside Blvd
    Category
    Human Resources & Recruiting
  • Overview

    Texas Capital Bank is one of the most successful commercial banks in the country and is consistently named to Forbes Best Banks in America and The Dallas Morning News' Top Places to Work. 

    This role resides in the Talent Development, Diversity & Inclusion organization which is evolving to address the increasing development demands of an evolving, fast-paced, growing company.  Our team members need to model our Leadership DNA: Have a Ferocious Curiosity and a Hunger to Learn, which means they have a growth mindset and are lifetime learners who continuously seek to learn more and do more. They must be able to leverage their experience, but continuously look to bring new ideas into the way they develop leaders.

     

    The Manager of Leadership Development COE will be responsible for developing and executing a vision for the bank’s leadership at all levels and people leadership development programs to ensure it continues to attract, develop and retain a strong pipeline of leaders and ready-now successors for critical roles.  This is a visible role with a high level of influence and accountability. 

     

    This positon reports to the Senior Vice President of Talent Development, Diversity & Inclusion and will partner with Talent Advisors, HR Advisors and Leadership across the business.  

    Responsibilities

    • Apply research and industry best practices to assess, design and implement Leadership Development initiatives and programs to support the strategic direction of the organization and development of our Leadership DNA.
    • Work hand-in-hand with executives, Talent Advisors and HR Advisors to engage them in programs that bolster TCB’s Leadership DNA.
    • Build and consistently evaluate People Leadership capabilities across the organization using a long term strategy, identifying key groups that require focused activities such as newly hired or promoted people leaders, emerging leaders, hi-potential leaders.
    • Define the qualifications and expertise required for participation in various programs.
    • Partner with Learning Enablement to develop custom learning solutions that support Leadership/People Leadership initiatives.
    • Develop and define long-term goals and performance objectives both throughout the program(s) and to achieve the successful outcomes of the program(s).
    • Manage, deliver and debrief leadership assessments including Leadership DNA 360.
    • Manage executive coaching programs.
    • Develop an evaluation framework to assess the strengths of the program, to measure effectiveness and to identify areas for improvement. 
    • Prepare, gain approval and monitor expenditures for the annual budget and operating plan to support the program(s), as well as any funding proposals to ensure the program(s) continuously delivers on objectives.
    • Maintain knowledge of developing trends and methodologies in the field of Leadership & Manager Development by attending seminars/workshops, reading professional journals, and actively participating in professional organizations.  Integrate knowledge gained into current work practices.

    Qualifications

    • Bachelor's degree or comparable experience required, master’s degree preferred
    • Minimum 7 years of experience managing talent development programs or working as an HR Advisor/Business Partner.  Must have at least 3 years of leadership and manager development as part of their job responsibilities.  Experience in a professional services firm strongly preferred.
    • Minimum of 3 years of experience managing a team.
    • Proven ability to  work effectively in a highly matrixed organization.
    • Prior experience developing and implementing innovative programs
    • Proven relationship building skills: Establish and maintain positive working relationships with others, both internally and externally; cooperate effectively with others to set goals, resolve problems, and make decisions.
    • Strong communications skills: Speak, listen and write in a clear, thorough and timely manner whether with executives or individual employees.  Must have excellent presentation/facilitation skills.
    • Show the ability to interact and influence all levels of staff from individual contributors to senior management.
    • Demonstrates our Leadership DNA. 
    • Exceptional judgement and problem solving skills: Gather relevant information to assess situations, determine the importance, urgency and risks in order to make sound decisions/recommendations which are timely and in the best interests of the organization.
    • Strong organizational skills: Set priorities, develop a work schedule, monitor progress towards goals, and track details, data, information and activities
    • Ability to travel to regional offices as needed

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