"Managing Director, Talent and Org Development"

Job Summary

The Managing Director of Talent and Organizational Development plays a central role in fostering organizational resilience and advancing Harvard University’s academic and operational excellence by nurturing a culture of continuous learning, growth, and high engagement for more than 20,000 staff and faculty. Reporting to the Vice President of Human Resources, the Managing Director leads the Center for Workplace Development (“CWD”), which designs and advocates for professional development at all levels, organizational effectiveness, and talent cultivation strategies. Providing strategic and operational leadership, the Managing Director oversees a talented team of learning and organizational development professionals, including senior team of directors responsible for core program areas, to deliver comprehensive workforce learning, career development, talent mobility, management and leadership development, and organizational effectiveness initiatives. The incumbent collaborates closely with HR Deans, Directors, and administrative leaders across Harvard’s Schools and central units to strengthen the University’s shared mission.

This vital role ensures that Harvard faculty leaders and staff at all levels (from unionized staff to senior administrators) have access to exceptional professional development opportunities, fostering an inclusive, adaptive, and high-performing university community through close partnership with academic and administrative leaders, and a strong focus on innovation, collaboration, and measurable impact. By supporting Harvard’s commitment to provide exceptional learning and development, the Managing Director of Talent and Organizational Development plays an integral role in delivering on Harvard Human Resources mission of enhancing engagement, retention and internal mobility, and making Harvard an employer of choice for exceptional talent.

Key Responsibilities

• Strategic Leadership: Define and advance the university’s vision and long-term priorities for all staff and faculty-leader learning, management and executive development, organizational effectiveness, and talent mobility impacting the entire Harvard community. Serve as the principal advisor to the Vice President of Human Resources on university-wide strategies for staff development, engagement, retention, and organizational effectiveness. Build and sustain robust partnerships with HR leaders, academic, and administrative partners to develop and implement integrated, campus-wide talent strategies and ensure alignment with Harvard’s mission and strategic goals. Maintain strategic vision for the entire employee development lifecycle from onboarding to executive leadership.
• Program Oversight and Development: Lead, inspire, and develop a highly effective team—including a senior team of directors responsible for core functional areas—to cultivate a culture of innovation, operational excellence, inclusion, and collaboration. Provide strategic oversight for all training and development programs, ensuring accessibility and excellence for staff at every level and across all career stages. Direct the Bridge Program for adult education and oversee the Harvard Internal Professional Pathways (HIPP) Mentoring Program, facilitating professional growth, mentoring relationships, and relevant learning opportunities for all employees. Lead the design, delivery, and continuous enhancement of Harvard’s comprehensive learning and development ecosystem, including in-person, blended, and digital modalities, as well as the effective management of the Harvard Training Portal to guarantee equitable access to high-quality content. Champion executive coaching initiatives and provide organizational consulting services—including 360 assessments and organizational reviews—to support executives, academic leaders, and organizational effectiveness. Support and champion additional mentoring, apprenticeship, and career mobility programs, advancing diverse internal talent progression. Track, measure, and communicate the impact and return on investment of learning and talent programs, leveraging metrics such as satisfaction, usage, effectiveness, and organizational outcomes.
• Organizational Effectiveness, Engagement, and Culture: Champion a campus-wide, inclusive, and growth-minded culture of continuous learning and leadership at all levels. Lead and support change management, employee engagement strategies (with a focus on retention and meaningful engagement), and organizational transformation initiatives through consultation and facilitation for leaders and their teams. Work in close partnership with HR as relationship managers to proactively foresee, anticipate, and address clients’ organizational effectiveness needs by delivering timely interventions and sustained, effective initiatives that drive desired outcomes. Advocate equitably for all programs and staff populations, while continuously assessing for appropriate return on investments. Develop, implement, and continuously improve on metrics and methodologies to assess the effectiveness and satisfaction associated with learning and development offerings. Partner across all HR and functional lines to align talent acquisition, succession planning, workforce planning, and professional development with institutional priorities.
• Team Leadership and Operations: Lead, mentor, and develop a high-performing team of diverse professionals—including a senior team of directors overseeing Management & Leadership Development, Employee Learning & Development, Career Development & Talent Mobility, and Executive & Organizational Effectiveness. Cultivate an environment of innovation, collaboration, and operational excellence. Oversee CWD’s operational budget, vendor and partner relationships, and strategic resource allocation to ensure efficient delivery of high-quality programs University-wide.

Qualifications

Basic Qualifications: At least 15 years of progressively responsible experience in learning and development, organizational effectiveness, or talent management, with a minimum of 7 years in senior leadership roles. Demonstrated ability to lead large teams, manage complex, large-scale programs, and thrive in large, decentralized, and matrixed organizations. Bachelor’s degree in Human Resources, Business Administration or related field.

Additional Qualifications and Attributes: Master’s degree in Human Resources, Organizational Development, Education, Business Administration, or related field is preferred. A strong executive presence with the ability to influence and build trust and communicate effectively at all organizational levels, including senior university leadership. Exceptional written and verbal communication skills. In-depth knowledge of contemporary trends in adult learning, organizational development, executive development, and change management. Proven expertise in designing, implementing, and assessing programs for leadership, staff development, and organizational effectiveness at scale. Expertise in consulting and designing leadership assessments and supporting senior leader interventions. Record of advancing inclusive talent strategies and fostering a workplace culture of belonging and pluralism. Strong analytical and data-driven decision-making skills; ability to leverage learning analytics and organizational metrics. Experience managing complex learning management systems and adopting new learning technologies. Demonstrated ability to lead, inspire, and develop high-performing, mission-driven teams through change and continuous improvement. SHRM-SCP, SPHR, or comparable advanced HR/OD credential preferred.

Key Competencies: Strategic and visionary leadership, Change management expertise, Demonstrated ability to deliver outstanding service to stakeholders, Enterprise-level systems thinking and cross-functional collaboration, Results orientation with a focus on impact for a large and diverse employee population, Strong consultative, coaching, and communication skills, Innovation, adaptability, and continuous improvement mindset, Deep commitment to Harvard’s mission, values, and a collaborative campus culture.

Additional Information

Standard Hours/Schedule: 35 hours per week. Visa Sponsorship Information: Harvard University is unable to provide visa sponsorship for this position. Pre-Employment Screening: Identity, Education. Work Format Details: This is a position that is based at a Harvard campus location with some remote work options available. All remote work must be performed within one of the Harvard Registered Payroll States. Salary Grade: 062. Benefits: Harvard offers a comprehensive benefits package including generous paid time off, medical insurance, retirement plans, and more.