VP, Leadership Development

Synchrony•Stamford, CT

About The Position

Role Summary/Purpose: The Vice President, Leadership Development is responsible for the end-to-end leadership development strategy, spanning emerging leader through executive leadership, and for setting the learning strategy for the Corporate Learning Center in Stamford, CT as well as enterprise leadership academies. Reporting to the Chief Talent Officer, this role ensures the organization builds a future-ready leadership pipeline, grounded in strong leadership fundamentals, enterprise capabilities, and emerging skills—including AI fluency and digital leadership. The role partners closely with senior leaders, HR Business Partners, and Talent COEs to integrate leadership development with talent, succession, performance, and workforce strategy.

Requirements

12+ years of progressive experience in Human Resources, leadership development, talent, and/or enterprise-wide learning
Demonstrated experience leading enterprise-wide leadership development across multiple career stages
Experience partnering with senior leaders, executives and C-Suite on leadership and succession topics
Deep expertise in leadership development, adult learning, and capability building
Ability and flexibility to travel for business as required
You must be 18 years or older
You must have a high school diploma or equivalent
You must be willing to take a drug test, submit to a background investigation and submit fingerprints as part of the onboarding process
You must be able to satisfy the requirements of Section 19 of the Federal Deposit Insurance Act.
New hires (Level 4-7) must have 9 months of continuous service with the company before they are eligible to post on other roles.
Once this new hire time in position requirement is met, the associate will have a minimum 6 months’ time in position before they can post for future non-exempt roles.
Employees, level 8 or greater, must have at least 18 months’ time in position before they can post.
All internal employees must consistently meet performance expectations and have approval from your manager to post (or the approval of your manager and HR if you don’t meet the time in position or performance expectations).
Legal authorization to work in the U.S. is required.

Nice To Haves

Background in fintech, financial services, payments, or highly regulated industries strongly preferred
Exceptional presentation and facilitation skills with the ability to influence senior stakeholders and inspire confidence across all levels of the organization.
Enterprise and systems mindset with strong business acumen
Credibility with senior leaders; ability to influence without authority
Strong understanding of AI, digital transformation, and skills-based talent models
Data- and outcomes-oriented; able to connect development investments to business impact
Comfortable operating in ambiguity and transformation
Advanced degree (MBA, MS, or equivalent experience) preferred
Executive coaching or assessment expertise a plus

Responsibilities

Define and execute the enterprise leadership philosophy and framework, inclusive of emerging leader foundations, manager and mid-level leader effectiveness, senior and executive leadership capability.
Ensure leadership development scales consistently across the enterprise while remaining relevant to business, functional, and geographic needs.
Embed leadership expectations aligned to values, culture, and regulatory responsibilities
Lead enterprise-wide leadership experiences (e.g., enterprise development experiences, top-team effectiveness, enterprise simulations)
Set the learning strategy for the Corporate Learning Center and partner with the Talent COE and Functional Training teams on all leadership academies (e.g., enterprise, functional, commercial, technology, and operations leaders)
Ensure a cohesive, high-impact portfolio across; enterprise leadership programs, functional and business-unit leadership academies, manager, and early-leader capability building
Drive modern learning approaches (blended, experiential, cohort-based, digital, AI-enabled) and embed AI fluency, digital leadership, and skills-based development into leadership curricula
Function as a strategic advisor to executive leaders, partnering closely with HR Business Partners & HR COEs
Select and manage external partners
Perform other duties and/or special projects as assigned.