Program Manager Accelerated Leadership

As a Program Manager Accelerated Development you will execute enterprise-wide strategy, design, and execution of differentiated leadership acceleration experiences for Goodyear’s high-potential talent across levels—ranging from early-career to executive succession pipelines. This role directly supports targeted, high-investment development journeys for top talent, often in partnership with Talent Management COE and business Leaders. This role is a strategic architect and executor of high-impact development for Goodyear’s future leaders—customized, high-touch, and research-informed.

• Define and evolve Goodyear’s global approach to accelerated development for high-potential talent, aligned with succession, leadership transitions, and business-critical roles.
• Use design thinking and analytical insights to develop modular journeys tailored by leadership level and readiness stage.
• Embed Goodyear’s core leadership capabilities, values, and business context into each program while also tailoring to regional or functional nuances.

• Proactively bring external and internal perspectives into program design—studying top leadership programs across Fortune 500 manufacturers, research from McKinsey, Deloitte, MIT, Harvard, and benchmarking with industry leaders.
• Combine this with insights from Goodyear’s internal development successes, 9-box/succession data, engagement surveys, and talent trends to design journeys that are both bold and practical.
• Regularly scan global trends in executive education, AI in learning, and experiential learning models to inform innovation.

• Lead end-to-end lifecycle for each cohort—diagnostics, onboarding, journey design, facilitation partners, learning technology, and impact tracking.
• Design differentiated programs for levels (e.g., emerging leaders, ready-now successors, executive bench).
• Build annual calendar of cohorts, sequencing, and readiness stages based on enterprise talent planning.

• Leverage diagnostic tools (360s, Hogan, Korn Ferry, etc.) to inform both individual development plans and cohort learning needs.
• Translate assessment data into personalized feedback, development pathways, and organizational insight for HRBPs and Talent Leads.
• Partner with analytics teams to define clear measures of success—readiness acceleration, promotion rates, performance lift, and engagement.

• Partner with Talent Management, HRBPs, and business leaders to co-own development of high-potential leaders and future successors.
• Cultivate strong executive sponsorship and visibility to increase program prestige, support, and application.
• Act as internal consultant and coach to HiPo participants, helping them apply learning to enterprise priorities.

• Integrate cutting-edge learning modalities—simulations, peer learning, AI-driven nudges, cross-functional challenges—into development journeys.
• Build repeatable playbooks that preserve quality while enabling scale across regions.

• Bachelor’s degree in business, HR, OD, or a related field.
• Minimum 6+ years of experience designing and delivering leadership development programs at scale, with a strong focus on succession, readiness, and accelerated talent.
• Proven ability to align leadership development with talent reviews, and business priorities.
• Demonstrated experience partnering with senior leaders to shape, deliver, and sustain leadership development initiatives.
• Strong capability in end-to-end program management, including planning, timelines, logistics, and multi-cohort delivery across regions.
• Proven experience managing external partners (e.g., content providers, facilitators, executive coaches, vendors).
• Ability to translate business and future capability needs into leadership acceleration programs that drive readiness and impact.
• Uses internal talent data (e.g., HiPo populations, succession insights) to inform program design, targeting, and evolution.
• Designs and delivers high-touch, cohort-based experiences with strong stakeholder alignment and…