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Position Summary:

The Manager of Leadership Programs and Talent Management Design is responsible for (1) developing the strategy and executing and evaluating leadership programs to support Belk’s goal to develop and promote talent internally and (2) partnering on design initiatives related to Talent Management processes. The Manager will manage a team of Leadership Program Leads who run development programs, evaluate effectiveness and report performance results for participants and the programs. The manager and the leads will engage with Human Resources Business Partners, Talent Managers, and learning and development team to design solutions and facilitate where appropriate. The Manager will also partner on the approach, research and design for changes needed in performance management and talent planning processes working closely with the Manager of Talent Process execution to understand current state and support implementation of designed changes. 

Essential Functions/Responsibilities:


  • Develops strategy and framework for leadership development programs to ensure clear goals for each level of program (e.g., aspiring managers, new managers, manager of managers, and leaders)
  • Designs, implements, and evaluates effectiveness of leadership development programs
  • Establishes and maintains routines with Human Resources Business Partners and Talent Managers to determine business-specific leadership development needs
  • Partners with Manager of Talent Process execution to evaluate current state of Talent Planning and Performance Management processes; understands business needs to determine future state redesign needed and ensure business objectives are met; establishes ongoing evaluation criteria
  • Manages multiple projects simultaneously while meeting all deliverables
  • Leverages industry best practices to inform design of programs and processes
  • Ensures appropriate feedback loops are in place with Talent Managers and other key HR and business stakeholders to inform continuous improvement of programs and processes

People leadership:

  • Coaches and provides ongoing feedback to develop a team and individuals
  • Addresses performance challenges
  • Encourages diverse perspectives when interacting with team and business partners


  • Bachelor’s degree and/or equivalent years of experience; Master’s degree preferred
  • Specific Degree: OD, HR, Instructional design, adult education or related field
  • 6 or more years of applicable experience; 8 years preferred
  • Specific work or project experience: Experience designing, developing and managing leadership pipeline programs; experience designing and implementing Performance Management and Talent Planning processes
  • People management experience 


  • Strong written and verbal communication
  • Influence, negotiate and resolve conflict
  • Proficient at conceptualizing, planning and implementing large scale projects
  • Encourage diverse thought
  • Collaborative partnership across all functions of the business
  • Encourage and empower other to make decisions
  • Adapt to changing prioritizes and support others through the change
  • Address all aspects of performance
  • Demonstrate strategic thinking and long term planning
  • Delegate appropriately
  • Coaches and develops team

For reasonable accommodation information for an ADAAA qualified disability please see Belk Associate Handbook for policy and procedures.

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