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Director Leadership Development Jobs in Ridgewood, NJ

buildOn, Inc.

Trek Director

Manhattan, NY · On-site

$85 - $95/hr

The Opportunity The Trek Director leads buildOn's immersive international service‑learning ... Staff Leadership & Development: Lead a team of U.S.-based Trek staff and globally distributed Trek ...

Socket.dev

Chief Development Officer

Florham Park, NJ · On-site

$120 - $180/hr

Board and Leadership Development: * Develops orientation sessions new members, education and ... Planning and implementation of annual direct mail campaign * Planning and implementation of the ...

buildOn

Trek Director

New York, NY · On-site

$85K - $95K/yr

The Trek Director leads buildOn's immersive international service-learning program - Trek. buildOn ... Staff Leadership & Development: Lead a team of U.S.-based Trek staff and globally distributed Trek ...

buildOn

Trek Director

Bronx, NY · On-site

$85K - $95K/yr

The Trek Director leads buildOn's immersive international service-learning program - Trek. buildOn ... Staff Leadership & Development: Lead a team of U.S.-based Trek staff and globally distributed Trek ...

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All JobsLeadership Development JobsDirector Leadership Development JobsDirector Leadership Development Jobs in Ridgewood, NJ

Director Leadership Development information

See Ridgewood, NJ salary details

$16.2K

$96.8K

$180.1K

How much do director leadership development jobs pay per year?

As of Aug 21, 2026, the average yearly pay for director leadership development in Ridgewood, NJ is $96,836.00, according to ZipRecruiter salary data. Most workers in this role earn between $74,900.00 and $115,800.00 per year, depending on experience, location, and employer.

What does a director of leadership development do?

A Director of Leadership Development is responsible for designing and implementing programs that cultivate leadership skills within an organization. They assess the current and future leadership needs, create training initiatives, and provide coaching to develop high-potential employees. Their role often involves collaborating with senior management to align leadership development with business strategy, measuring the impact of programs, and ensuring a strong succession pipeline. By fostering leadership growth, they help organizations adapt to change and achieve long-term success.

What are the key skills and qualifications needed to thrive as a director of leadership development?

To thrive as a Director of Leadership Development, you need expertise in organizational development, talent management, and adult learning theory, often supported by a relevant master’s degree and experience in HR or leadership roles. Familiarity with learning management systems (LMS), assessment tools, and certifications such as SHRM-SCP or CPLP is highly valuable. Exceptional communication, strategic thinking, and the ability to influence and inspire others are standout soft skills for this position. These skills ensure effective leadership programs that drive organizational growth, foster high-potential talent, and support business objectives.

How does a director of leadership development typically collaborate with senior executives and department heads?

A Director of Leadership Development works closely with senior executives and department heads to assess organizational needs, identify leadership gaps, and design targeted training programs. This role often involves facilitating workshops, providing strategic guidance on succession planning, and aligning development initiatives with business objectives. Regular meetings and open communication are essential for ensuring that leadership programs support both company goals and individual leader growth. Collaboration also extends to tracking program effectiveness and making data-driven adjustments based on feedback from key stakeholders.

What is the difference between Director Leadership Development vs Learning and Development Manager?

AspectDirector Leadership DevelopmentLearning and Development Manager
CredentialsTypically requires a bachelor’s or master’s degree in HR, Organizational Development, or related fields; certifications like CPLP or SHRM-SCP are commonSimilar educational background; certifications like CPLP or SHRM-CP are often preferred
Work EnvironmentStrategic leadership role, often overseeing leadership programs across the organizationOperational role, focusing on designing and implementing training programs
Employer & Industry UsageUsed in corporate, nonprofit, and government sectors focusing on leadership growthCommon in corporate settings, especially in HR and training departments

The main difference is that the Director Leadership Development focuses on strategic leadership initiatives and organizational leadership growth, while the Learning and Development Manager handles day-to-day training programs and employee development activities. Both roles require similar credentials but differ in scope and strategic impact.

What are the most commonly searched types of Leadership Development jobs in Ridgewood, NJ?

The most popular types of Leadership Development jobs in Ridgewood, NJ are:

What job categories do people searching Director Leadership Development jobs in Ridgewood, NJ look for?

The top searched job categories for Director Leadership Development jobs in Ridgewood, NJ are:

What cities near Ridgewood, NJ are hiring for Director Leadership Development jobs?

Cities near Ridgewood, NJ with the most Director Leadership Development job openings:

Director Leadership Development jobs near you
Infographic showing various Director Leadership Development job openings in Ridgewood, NJ as of August 2026, with employment types broken down into 1% As Needed, 82% Full Time, 14% Part Time, and 3% Contract. Highlights an 91% Physical, 3% Hybrid, and 6% Remote job distribution, with an average salary of $96,836 per year, or $46.6 per hour.

Director - Employee Development & Learning

AMC Networks, Inc.

New York, NY • On-site

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Re-posted 11 days ago

Job description

Job Description
AMC Global Media is home to many of the greatest stories and characters in TV and film and the premier destination for passionate and engaged fan communities around the world.
We create and curate celebrated series and films across distinct brands and make them available to audiences everywhere. Our portfolio includes targeted streaming services AMC+, Acorn TV, Shudder, Sundance Now, ALLBLK and HIDIVE; cable networks AMC, BBC AMERICA, Independent Film Company, Sundance TV and We TV; and film distribution labels Independent Film Company and RLJE Films. The company also operates AMC Studios, our in-house studio, production, and distribution operation behind acclaimed and fan-favorite originals including The Walking Dead Universe and the Anne Rice Immortal Universe, and AMC Networks International, our international programming business.
We are currently seeking a Director - Employee Development & Learning to join our Human Resources team based in our New York, NY location.
JOB RESPONSIBILITIES
The Director of Employee Development & Learning will design and lead an enterprise learning and development strategy aligned with company objectives and desired business outcomes, centered on three primary focus areas: Core Skills, Functional Skills, and People Management & Leadership Development. This role also shapes the supporting strategies, systems, and processes that strengthen performance, engagement, succession planning, and organizational effectiveness.
Core Skills
  • Define and advance enterprise-wide core skill development priorities that build foundational capabilities aligned with organizational strategy and culture.
  • Lead the strategy for performance and feedback practices that support goal setting, continuous coaching, development planning, and accountability across the employee lifecycle.
  • Partner with senior leaders and HR stakeholders to strengthen manager effectiveness, employee growth, and a culture of ongoing learning and feedback.
  • Use employee engagement insights and organizational effectiveness priorities to inform development strategies that improve team performance, retention, and culture.

Functional Skills
  • Design and oversee enterprise learning programs that build technical and functional capabilities aligned with business priorities, role expectations, and identified skill gaps.
  • Partner with business leaders and HR stakeholders to identify capability needs and translate them into targeted learning strategies that strengthen role-specific performance.

People Management & Leadership Development
  • Develop leadership and people management programs that strengthen coaching capability, team effectiveness, internal mobility, and leadership readiness.
  • Lead talent review and succession planning processes to identify high-potential talent, strengthen leadership pipelines, and improve succession readiness across the organization.
  • Provide strategic consultation and coaching to leaders on feedback culture, development planning, organizational effectiveness, and change leadership.
  • Lead and develop the team supporting employee development and learning, including the Manager of Development and Learning and the Development and Learning Specialist, while partnering cross-functionally to execute enterprise talent initiatives.

Operations, Systems & Analytics
  • Establish scalable learning operations, governance, and measurement practices to evaluate participation, adoption, effectiveness, and business impact.
  • Serve as the functional lead for learning, performance, and talent systems, partnering with People Systems to define requirements, testing, reporting, and process improvements.
  • Ensure systems, data integrity, workflows, and analytics effectively support talent programs and enable informed decision-making.
  • Manage relationships with external learning and talent vendors to ensure service quality, program effectiveness, contract alignment, and support for business priorities.
  • Oversee key annual enterprise initiatives and participate in global task force efforts to ensure alignment across regions, including annual performance and goal-setting cycles, Engagement Survey, Compliance Training, Cybersecurity Training Task and Mid-Year Review (MYR).

QUALIFICATIONS (Required & Preferred)
  • 10+ years of progressive HR experience, supporting executive leaders and enterprise efforts in the following areas: Strategic Feedback Systems, Performance Architecture, Operational and Datra literacy, Talent Pipeline Management (succession planning).
  • Strong capability in organizational design, change management, and leadership coaching in a fast-paced environment.
  • Excellent communication, executive presence, and stakeholder management skills
  • 4+ years of leadership and team management experience.
  • Bachelor's degree in human resources, Management, Organizational Psychology, Industrial/Organization or related degree preferred

Preferred Qualifications
  • ICF credentials (ACC or PCC).
  • (SHRM-SCP, SPHR) and/or advanced degree (MBA, MS HR).
  • Experience supporting a high-growth organization and scaling enterprise teams, processes, and capabilities.
  • Demonstrated effectiveness partnering with global or multi-site teams and navigating matrixed stakeholder environments.

The base compensation for this position is $150,000 - $180,000 commensurate with experience. AMC Global Media additionally offers a comprehensive benefits package including Medical, Dental, Vision, Prescription Drug Coverage, 401k Plan, Wellness Program, Life Insurance, Tuition Reimbursement, Paid Time Off, Paid Parental Leave and Adoption Services, among other benefit plan options, subject to eligibility requirements. AMC Global Media values the benefits achieved through in-office collaboration, but we provide our employees with the flexibility to work from home one day per week.
The Company is committed to policy of nondiscrimination in its employment and personnel practices. Applicants are considered for all employment without regard to race, color, religious creed, religion, alienage, citizenship, gender, gender identity, national origin, ancestry, genetic predisposition or carrier status, age, marital status, familial status, military or veteran status, status as a victim of domestic violence, stalking or sexual assault, sexual orientation, disability or any other characteristic protected by federal, state or local law.
The Company is committed to policy of nondiscrimination in its employment and personnel practices. Applicants are considered for all employment without regard to race, color, religious creed, religion, alienage, citizenship, gender, gender identity, national origin, ancestry, genetic predisposition or carrier status, age, marital status, familial status, military or veteran status, status as a victim of domestic violence, stalking or sexual assault, sexual orientation, disability or any other characteristic protected by federal, state or local law.

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