Program Manager, Talent Management
Crowley
Jacksonville, FL
Who We Are:
As a privately held, U.S.-owned and operated company, Crowley provides services to 36 nations and island territories. Our purpose is to bravely advance what's possible to elevate people and planet, with our core values of Integrity, Sustainability and Drive guiding everything we do.
By expanding and innovating our services, we have expanded our footprint in services within the Logistics, Land Transportation, Shipping, Wind and Fuel industries. Crowley and its affiliated companies have generated more than $3.5 billion in annual revenue through our people's focus on excellence and a culture that values everyone's voices and collaboration.
To continue laying the groundwork and challenge what's possible for our business, we seek to partner with individuals ready to elevate their careers with us.
Work Arrangement:
Hybrid
What You'll Do:
This position is responsible for designs, delivers, and continuously improves enterprise leadership development programs that strengthen organizational capability and accelerate leadership readiness. This role leads high-impact development experiences for Director and Vice President populations while integrating leadership development with succession planning, executive onboarding, coaching, mentoring, talent assessments, and internal mobility initiatives. Working closely with HR leaders, business executives, and external partners, the Program Manager manages the full lifecycle of leadership programs—from needs assessment and design through implementation, evaluation, and continuous improvement—using data, participant feedback, and business outcomes to maximize organizational impact.
Responsibilities
Key Responsibilities:
- Enterprise Leadership Development Programs: Designs, implements, and manages enterprise leadership development programs that build leadership capability, strengthen organizational effectiveness, and support business strategy.
- Director and Vice President Development: Develops targeted learning experiences for Director and Vice President populations that accelerate leadership effectiveness, enterprise thinking, and succession readiness.
- Leadership Development Strategy Execution: Partners with Talent Strategy leadership to execute enterprise leadership development priorities, ensuring alignment with succession planning, workforce capability, and organizational goals.
- Executive Onboarding & Leadership Transition: Supports executive onboarding and leadership assimilation by coordinating structured onboarding experiences that accelerate leader effectiveness and organizational integration.
- Leadership Assessments: Administers leadership assessments including Hogan, Hogan 360, DiSC, and similar tools while facilitating debrief sessions that translate assessment results into actionable development plans.
- Coaching & Mentoring Programs: Designs, coordinates, and continuously improves executive coaching and enterprise mentoring programs to strengthen leadership capability and organizational knowledge sharing.
- Individual Development Planning: Partners with leaders and HR Business Partners to facilitate the creation, execution, and monitoring of Individual Development Plans (IDPs), ensuring accountability for leadership growth.
- Succession Planning Integration: Integrates leadership development programs with enterprise succession planning processes to strengthen leadership pipelines and prepare high-potential talent for future opportunities.
- Internal Mobility Programs: Designs and manages enterprise internal mobility initiatives that support career growth, leadership progression, and organizational talent optimization.
- Program Evaluation & Analytics: Measures leadership program effectiveness through participation metrics, business outcomes, assessments, stakeholder feedback, and workforce analytics while recommending continuous improvements.
- Stakeholder Partnership: Collaborates with HR Business Partners, executive leaders, Learning teams, and business stakeholders to identify leadership capability needs and deliver impactful development solutions.
- Vendor Management: Manages relationships with external learning providers, executive coaches, facilitators, and assessment partners to ensure high-quality program delivery and cost-effective solutions.
- Leadership Communications: Develops communication strategies and materials that promote leadership programs, increase participation, and reinforce enterprise leadership expectations.
Qualifications
Education & Credentials:
Bachelor's degree in Human Resources, Organizational Development, Industrial/Organizational Psychology, Business Administration, Education, or related field required. Master's degree in Organizational Development, Human Resources, Leadership, Education, or Business Administration preferred. Hogan, DiSC, Korn Ferry, DDI, or executive coaching certifications preferred.
Experience:
7+ years of progressive experience in Leadership Development, Learning & Development, Talent Management, Organizational Development, or Human Resources. Experience designing and managing enterprise leadership development programs. Experience facilitating leadership learning experiences for Director and Executive populations. Experience administering and interpreting leadership assessments (Hogan, Hogan 360, DiSC, Korn Ferry, DDI, etc.). Experience managing coaching, mentoring, and executive development initiatives. Experience measuring learning effectiveness through analytics and business outcomes. Experience partnering with senior leaders and HR Business Partners.
Technical Skills:
- Microsoft Office Suite
- Learning Management Systems (Cornerstone, Workday Learning, SuccessFactors, etc.)
- Talent Management Systems
- Hogan, Hogan 360, DiSC, or comparable assessment platforms
- Power BI, Tableau, or other reporting tools
- Microsoft Teams and SharePoint
- Survey and evaluation tools (Qualtrics, Microsoft Forms, etc.)
Other:
Ability to travel as needed.
Competencies:
- Leadership Development Strategy
- Adult Learning & Instructional Design
- Executive Learning Facilitation
- Coaching & Mentoring Program Management
- Leadership Assessment Interpretation
- Succession Planning Integration
- Talent Development
- Program & Portfolio Management
- Learning Measurement & Analytics
- Stakeholder Partnership
- Executive Communication
- Change Management
- Vendor Management
- Project Management
- Business Acumen
- Continuous Improvement
- Organizational Effectiveness
- Relationship Management
Working Conditions:
Normal office environment with little exposure to excessive noise, dust, temperature and the like. Extended use of a computer keyboard, viewing of a computer monitor and the ability to sit for long periods of time.
What We Offer?
We inspire top talent by offering a comprehensive and competitive package that supports the diverse needs of our people—on land, at sea, in offices, and remotely.
Our Total Rewards include:
- Competitive pay with recognition programs
- Comprehensive benefits: medical, dental, and vision insurance, life and disability coverage, and paid vacation and holidays
- Leave and family support: parental leave and sick leave
- Learning and growth: access to training and development for continuous skill development
- Well-being resources: Employee Assistance Program, wellness program, and gym membership discounts
At Crowley, we invest in you—your success, your health, and your future.
#LI-Hybrid
Key Responsibilities:
- Enterprise Leadership Development Programs: Designs, implements, and manages enterprise leadership development programs that build leadership capability, strengthen organizational effectiveness, and support business strategy.
- Director and Vice President Development: Develops targeted learning experiences for Director and Vice President populations that accelerate leadership effectiveness, enterprise thinking, and succession readiness.
- Leadership Development Strategy Execution: Partners with Talent Strategy leadership to execute enterprise leadership development priorities, ensuring alignment with succession planning, workforce capability, and organizational goals.
- Executive Onboarding & Leadership Transition: Supports executive onboarding and leadership assimilation by coordinating structured onboarding experiences that accelerate leader effectiveness and organizational integration.
- Leadership Assessments: Administers leadership assessments including Hogan, Hogan 360, DiSC, and similar tools while facilitating debrief sessions that translate assessment results into actionable development plans.
- Coaching & Mentoring Programs: Designs, coordinates, and continuously improves executive coaching and enterprise mentoring programs to strengthen leadership capability and organizational knowledge sharing.
- Individual Development Planning: Partners with leaders and HR Business Partners to facilitate the creation, execution, and monitoring of Individual Development Plans (IDPs), ensuring accountability for leadership growth.
- Succession Planning Integration: Integrates leadership development programs with enterprise succession planning processes to strengthen leadership pipelines and prepare high-potential talent for future opportunities.
- Internal Mobility Programs: Designs and manages enterprise internal mobility initiatives that support career growth, leadership progression, and organizational talent optimization.
- Program Evaluation & Analytics: Measures leadership program effectiveness through participation metrics, business outcomes, assessments, stakeholder feedback, and workforce analytics while recommending continuous improvements.
- Stakeholder Partnership: Collaborates with HR Business Partners, executive leaders, Learning teams, and business stakeholders to identify leadership capability needs and deliver impactful development solutions.
- Vendor Management: Manages relationships with external learning providers, executive coaches, facilitators, and assessment partners to ensure high-quality program delivery and cost-effective solutions.
- Leadership Communications: Develops communication strategies and materials that promote leadership programs, increase participation, and reinforce enterprise leadership expectations.
Education & Credentials:
Bachelor's degree in Human Resources, Organizational Development, Industrial/Organizational Psychology, Business Administration, Education, or related field required. Master's degree in Organizational Development, Human Resources, Leadership, Education, or Business Administration preferred. Hogan, DiSC, Korn Ferry, DDI, or executive coaching certifications preferred.
Experience:
7+ years of progressive experience in Leadership Development, Learning & Development, Talent Management, Organizational Development, or Human Resources. Experience designing and managing enterprise leadership development programs. Experience facilitating leadership learning experiences for Director and Executive populations. Experience administering and interpreting leadership assessments (Hogan, Hogan 360, DiSC, Korn Ferry, DDI, etc.). Experience managing coaching, mentoring, and executive development initiatives. Experience measuring learning effectiveness through analytics and business outcomes. Experience partnering with senior leaders and HR Business Partners.
Technical Skills:
- Microsoft Office Suite
- Learning Management Systems (Cornerstone, Workday Learning, SuccessFactors, etc.)
- Talent Management Systems
- Hogan, Hogan 360, DiSC, or comparable assessment platforms
- Power BI, Tableau, or other reporting tools
- Microsoft Teams and SharePoint
- Survey and evaluation tools (Qualtrics, Microsoft Forms, etc.)
Other:
Ability to travel as needed.
Competencies:
- Leadership Development Strategy
- Adult Learning & Instructional Design
- Executive Learning Facilitation
- Coaching & Mentoring Program Management
- Leadership Assessment Interpretation
- Succession Planning Integration
- Talent Development
- Program & Portfolio Management
- Learning Measurement & Analytics
- Stakeholder Partnership
- Executive Communication
- Change Management
- Vendor Management
- Project Management
- Business Acumen
- Continuous Improvement
- Organizational Effectiveness
- Relationship Management
Working Conditions:
Normal office environment with little exposure to excessive noise, dust, temperature and the like. Extended use of a computer keyboard, viewing of a computer monitor and the ability to sit for long periods of time.
What We Offer?
We inspire top talent by offering a comprehensive and competitive package that supports the diverse needs of our people—on land, at sea, in offices, and remotely.
Our Total Rewards include:
- Competitive pay with recognition programs
- Comprehensive benefits: medical, dental, and vision insurance, life and disability coverage, and paid vacation and holidays
- Leave and family support: parental leave and sick leave
- Learning and growth: access to training and development for continuous skill development
- Well-being resources: Employee Assistance Program, wellness program, and gym membership discounts
At Crowley, we invest in you—your success, your health, and your future.
#LI-Hybrid