Leadership Development & Planning Director Salary in the United States

FAQ about Leadership Development & Planning Director

1. Where can a Leadership Development & Planning Director earn the most?

A Leadership Development & Planning Director's earning potential can vary widely depending on several factors, including location, industry, experience, education, and the specific employer. According to the latest salary data by Salary.com, a Leadership Development & Planning Director earns the most in San Jose, CA, where the annual salary of a Leadership Development & Planning Director is $253,067.

2. What is the highest pay for Leadership Development & Planning Director?

The highest pay for Leadership Development & Planning Director is $233,956.

3. What is the lowest pay for Leadership Development & Planning Director?

The lowest pay for Leadership Development & Planning Director is $165,937.

4. What are the responsibilities of Leadership Development & Planning Director?

Leads and directs the creation of a leadership development strategy and programs that align with strategic business imperatives and develop management capabilities throughout the workforce. Identifies, designs, and develops frameworks that represent skills and leadership capabilities critical to long-term and short-term objectives. Aligns training, coaching, professional development, and experiential assignments to the leadership development strategy. Develops approaches to engage individuals in well-defined and ongoing career development. Define career paths and supporting training and development programs. Fosters a culture of informal knowledge exchange, coaching, and training to engage and develop the workforce. Conducts periodic succession planning and talent assessments to ensure critical roles are defined. Creates slates of individuals identified for leadership development activities. Requires a bachelor's degree. Typically reports to senior management. Manages a departmental sub-function within a broader departmental function. Creates functional strategies and specific objectives for the sub-function and develops budgets/policies/procedures to support the functional infrastructure. Typically requires 5+ years of managerial experience. Deep knowledge of the managed sub-function and solid knowledge of the overall departmental function.