Leadership Development Lead

Peraton is a next-generation national security company that drives missions of consequence spanning the globe and extending to the farthest reaches of the galaxy. As the world’s leading mission capability integrator and transformative enterprise IT provider, we deliver trusted, highly differentiated solutions and technologies to protect our nation and allies. Peraton operates at the critical nexus between traditional and nontraditional threats across all domains: land, sea, space, air, and cyberspace. The company serves as a valued partner to essential government agencies and supports every branch of the U.S. armed forces. Each day, our employees do the can’t be done by solving the most daunting challenges facing our customers. Visit peraton.com to learn how we’re keeping people around the world safe and secure.

Peraton is seeking a Leadership Development Lead to serve as a strategic subject matter expert in the design, development, and implementation of enterprise leader development strategies and experiences. This role will help strengthen the organization’s leader and program manager pipeline by building differentiated development opportunities for different leader types. 

The Leadership Development Lead partners closely with business leaders, Human Resources Business Partners, and other key stakeholders to identify critical capabilities, translate business needs into targeted development solutions, and prepare current and emerging leaders for increased responsibility. The role also uses talent insights, data, and best practices to continuously evaluate and improve leader development strategies and programs. 

This role is part of the Talent Management organization which ensures leadership development is integrated with broader organizational and talent priorities while serving as a trusted advisor and thought leader on leadership capability and development across the enterprise. 

This is a hybrid role, and it requires weekly presence at the Peraton Reston office.  Candidates must be within a reasonable commuting distance to Reston Town Center, without exception. 

• Assess organizational leadership needs and translate business priorities, talent data, and emerging workforce trends into targeted development strategies.  

• Implement enterprise leadership development strategies and solutions aligned with corporate growth objectives, workforce priorities, and evolving business needs.  

• Serve as a subject-matter expert and strategic advisor on leadership development, providing insights and recommendations to senior leaders and HR partners.  

• Help establish and evolve leadership competencies and behavioral expectations across leadership levels, to include program and project managers.  

• Integrate the framework and competency models into talent processes, including selection, performance, talent reviews, succession planning, and career mobility. 

• Design scalable leadership development solutions that can support the organization’s evolving talent needs.  

• Manage the design, development, and delivery of leadership development programs, academies, workshops, and learning experiences for first-line managers, mid-level leaders, program leaders, and senior leaders.  

• Create differentiated development experiences based on leadership type and level, performance, organizational needs, and career aspirations.  

• Develop curriculum and learning experiences focused on critical leadership and program management capabilities.  

• Integrate experiential development approaches, including mentoring, coaching, action learning, simulations, stretch assignments, and other on-the-job experiences.  

• Develop targeted programs, tools, and resources that strengthen the effectiveness of all leaders. 

 

• Develop individual development strategies and plans for high-potential and emerging talent, connecting individual capabilities and career aspirations with future leadership opportunities.  

• Partner with leaders and HR Business Partners to identify high-potential talent and address critical leadership capability gaps.  

• Design development experiences that accelerate readiness for expanded roles and increased leadership responsibility.  

• Establish and apply metrics and evaluation approaches to assess leadership development effectiveness and business impact.  

• Analyze participation, promotion, retention, internal mobility, succession readiness, and leadership capability data to identify development priorities and opportunities.  

• Use talent and workforce analytics to identify emerging leadership capability gaps and talent risks.  

• Gather participant and stakeholder feedback and use insights to continuously improve leadership programs and experiences.  

• Prepare and present program outcomes, insights, and recommendations to senior leadership and key stakeholders.  

• Build strong partnerships across Talent Management, HR Business Partners, and business leaders to align leadership development with broader talent priorities.  

• Partner with business leaders to understand evolving leadership needs and translate those needs into practical development solutions.  

• Influence and collaborate across the organization to build leadership capability without relying on formal authority.  

• Stay current on leadership development research, practices, technology, and emerging trends and translate relevant insights into innovative, practical solutions.  

• Serve as a trusted advisor and thought leader on leadership development across the organization. 

• Bachelor's degree with 8+ years of relevant experience in talent management, leadership development, organizational development, HR, or a related discipline.  

• 12+ years of experience may be consider in lieu of degree. 

• Experience designing and implementing leadership-development programs, at scale. 

• Experience designing, implementing, or managing a Leadership Development Framework and associated Competency Model, including defining proficiency levels, career paths, and aligned development solutions, for multiple leader types and levels. 

• Ability to translate business strategy into practical talent-development initiatives. 

• Demonstrated experience with the following practices: 

• Competency Modeling 

• High-potential talent programs  

• Program Manager development  

• Strong facilitation and presentation skills, including experience presenting to senior executives.  

• Strong project-management and organizational skills.  

• Demonstrated ability to influence leaders without direct authority.  

• Strong written and verbal communication skills.  
• Must be a US citizen

 

Desired Qualifications 

• Experience working in the government contracting industry 

• Experience working in HR as an HRBP, or other talent focused role. 

$86,000 - $138,000. This represents the typical salary range for this position. Salary is determined by various factors, including but not limited to, the scope and responsibilities of the position, the individual’s experience, education, knowledge, skills, and competencies, as well as geographic location and business and contract considerations. Depending on the position, employees may be eligible for overtime, shift differential, and a discretionary bonus in addition to base pay.

The application period for the job is estimated to be 30 days from the job posting date. However, this timeline may be shortened or extended depending on business needs and the availability of qualified candidates. By applying to this job, you are expressing interest in the role and the Company. During the review of your application, you may be required to participate in an on-camera interview, as well as participate in a process to verify your identity. Use of artificial intelligence (AI) tools of any kind during Peraton interviews is strictly prohibited unless the candidate has obtained prior written authorization. All interview responses must be the candidate’s own.

EEO: Equal opportunity employer, including disability and protected veterans, or other characteristics protected by law.