Join Bell Partners and be a difference maker.
At Bell Partners, our mission is to be the apartment company of choice by creating value and honoring commitments to our residents, partners, and associates. We proudly serve our community of 85,000 homes across 13 states and the District of Columbia. As stewards entrusted to contribute with care and appreciation, our 2,000 associates succeed in a dynamic space where everyone impacts. We take pride in producing outstanding results and fostering a work environment that allows everyone to contribute to their fullest potential. We rise above industry standards when every associate embraces their unique role and seizes the opportunity to make an impact.
The Leadership and Talent Development Manager is responsible for designing and delivering strategies that build leadership capability, enhance professional development, and support talent performance across the organization. This role leads initiatives that strengthen the leadership pipeline, drive continuous learning, and embed coaching and performance development into the company culture.
Key Responsibilities:
Leadership Development & Delivery
•Design and implement leadership development programs for emerging, mid-level, and senior leaders.
•Facilitate workshops, learning experiences, and cohort-based development aligned with business strategy.
•Partner with HR and business leaders to identify leadership gaps and succession planning needs.
•Demonstrate strong facilitation skills to deliver engaging, interactive learning experiences that drive knowledge retention, skill development, and practical application.
•Manage Talent and Learning projects and achieve project deliverables and deadlines with high quality.
Corporate Professional Development & Delivery
•Develop and manage learning pathways for corporate employees across functions.
•Curate and deliver content that builds core competencies, business acumen, and career growth.
•Leverage internal SMEs and external vendors to scale learning solutions.
•Complete needs assessments and design and deliver content for corporate associates across the company.
Career Development and Talent Mobility
•Maintain enterprise career paths, leadership progression frameworks, and employee development resources.
•Support associates and leaders in understanding career opportunities, growth expectations, and development pathways across the organization.
•Partner with HR Business Partners and leaders to facilitate career conversations and development planning.
•Connect talent-review and succession-planning outcomes to individual development opportunities and internal mobility actions.
•Collaborate with Talent Acquisition and HR Operations to increase visibility of internal opportunities and support internal talent movement.
•Promote development opportunities that strengthen retention, engagement, and leadership readiness.
Project Management
•Lead end-to-end project management of talent and learning initiatives, ensuring effective planning, execution, stakeholder coordination, and high-quality, on-time delivery.
Talent Performance Processes
•Support the design and execution of performance management processes, including goal setting, feedback, and development planning.
•Partner with HRBPs to ensure performance conversations are meaningful and aligned with company values.
•Analyze performance data to identify trends and inform talent strategies.
Internal Coaching and Mentoring
•Build and manage an internal coaching program to support leadership and career development.
•Train and certify internal coaches or managers in coaching fundamentals.
•Provide direct coaching to leaders and high-potential talent as needed.
•Manage and continuously improve mentoring program design, participant support, and program effectiveness.
•Maintain resources and development experiences supporting management trainee initiatives.
Program Measurement & Continuous Improvement
•Establish success metrics for leadership, career, mentoring, and development programs.
•Collect and analyze participant, manager, and stakeholder feedback.
•Evaluate leadership skill application and business impact following development programs.
•Track internal movement, development participation, mentoring effectiveness, and talent-pipeline outcomes.
•Use data and feedback to continuously improve program design, delivery, and effectiveness.
Qualifications:
Education & Experience
•Bachelor’s degree in Human Resources, Organizational Development, Psychology, or related field (Master’s preferred).
•5 years of experience in leadership development, talent management, or learning and development.
•Experience designing and facilitating leadership programs and coaching initiatives.
•Experience using learning management systems.
Skills & Competencies
•Strong facilitation and instructional design skills.
•Deep understanding of adult learning principles and leadership frameworks.
•Ability to influence and collaborate across all levels of the organization.
•Analytical mindset with experience using talent data to drive decisions.
•Excellent communication and relationship-building skills.
Preferred Qualifications:
•Coaching certification (e.g., ICF, Hogan, Gallup Strengths).
•Experience with performance management platforms.
•Familiarity with 360 feedback tools and leadership assessments.
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About Bell Partners
Our purpose at Bell Partners is to create communities our residents are proud to call home. We currently own or manage over 85,000 homes in North America and continue to grow. Our people are the most important part of our company. We believe in building a culture that encourages our associates to invest in and serve one another, while pushing each other to take risks, allowing us to grow together and make a difference.
Join Bell to be a difference maker. Apply today!
Bell Partners reserves the right to amend this job description at any time. We are an Equal Opportunity Employer.