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How much do director of leadership development jobs pay per year?

As of Sep 12, 2026, the average yearly pay for director of leadership development in Indiana is $71,224.00, according to ZipRecruiter salary data. Most workers in this role earn between $69,900.00 and $72,800.00 per year, depending on experience, location, and employer.

What does a director of leadership development do?

Directors of leadership development plan and implement training programs to educate supervising staff at a company on how to be more effective leaders. This role is often found in a large organization looking to improve their manager’s and executive’s communication and leadership skills. Your job duties include designing a strategy for the leadership program, developing content to achieve the organization's goals and promote its mission, providing material and activities to enhance leadership qualities, assisting in the program development plan, and overseeing operations during implementation. A director of leadership development may also manage the budget and timeline for completing the program.

What does a director of leadership development do?

A Director of Leadership Development is responsible for designing, implementing, and overseeing programs that develop leadership skills within an organization. They work closely with executives and human resources to identify leadership gaps and create strategies to build managerial and executive capabilities. Their duties often include coordinating training sessions, mentoring programs, succession planning, and evaluating the effectiveness of leadership initiatives. The goal is to ensure that the organization has a strong pipeline of capable leaders ready to take on critical roles as the company grows.

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

To thrive as a Director Of Leadership Development, you need a strong background in organizational development, talent management, and leadership coaching, usually supported by a relevant bachelor's or master's degree. Familiarity with learning management systems (LMS), assessment tools, and certifications such as CPLP (Certified Professional in Learning and Performance) is often required. Exceptional communication, strategic thinking, and the ability to inspire and influence others are critical soft skills for this role. These skills and qualities are essential for designing effective leadership programs that align with organizational goals and foster a high-performance culture.

What are some common challenges faced by a director of leadership development when implementing new training programs across an organization?

A Director of Leadership Development often encounters challenges such as securing buy-in from senior stakeholders, ensuring training content aligns with organizational goals, and adapting programs to diverse learning styles and business units. Balancing the need for consistency with the flexibility to meet different departments’ needs can be complex. Additionally, measuring the long-term impact of leadership initiatives and demonstrating ROI to leadership are ongoing challenges that require strategic planning and effective communication.

What is the difference between Director Of Leadership Development vs Training Manager?

AspectDirector Of Leadership DevelopmentTraining Manager
Primary FocusDeveloping leadership programs and strategiesImplementing training sessions and workshops
ResponsibilitiesDesigning leadership pipelines, mentoring leadersDelivering training, assessing learning needs
Required CredentialsBachelor's/Master's in HR, Business, or related fields; leadership certificationsBachelor's in HR, Education, or related fields; training certifications
Work EnvironmentCorporate offices, leadership development teamsTraining departments, corporate or educational settings

The main difference is that the Director Of Leadership Development focuses on creating and overseeing leadership programs to cultivate future leaders, while the Training Manager handles the execution of training sessions and skill development. Both roles require similar credentials but serve different strategic and operational purposes within organizations.

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Director Of Leadership Development jobs near you
Infographic showing various Director Of Leadership Development job openings in Indiana as of August 2026, with employment types broken down into 100% Full Time. Highlights an 91% In-person, and 9% Remote job distribution, with an average salary of $71,224 per year, or $34.2 per hour.

Manager, Leadership Development Programs

Indianapolis, IN • On-site

National FFA Organization
11 - 50 employees
Learn more about National FFA Organizationexternal

$136K/yr

Full-time

Posted 3 days ago

New

Job description

Description:**Please note - Interviews for this position will begin after Wednesday 10/28/26**  - Thank you! 


SUPERVISES (TITLE(s):

  1. Program Manager 
  2. Program Specialists 
  3. Seasonal Trainers


JOB SUMMARY:

The main responsibility entails overseeing the implementation of leadership-based programs for the National FFA Organization within the Programs and Events division. This role involves managing personnel, providing support, coaching, conducting performance reviews, and facilitating staff professional development. Additionally, the position oversees the revision processes to address evolving needs of key customer groups for both new and existing programs. Collaborating with other managers is essential to ensure a smooth integration of activities and programs at the national level. Maintaining expertise and leadership in specific programs and projects is also crucial. Moreover, the role includes managing team budgetary responsibilities effectively. This position collaborates on the responsibility and management of the National FFA Officer team. 


ESSENTIAL FUNCTIONS:

  • Leadership: Provide clear direction, set goals, and inspire team members to achieve objectives.
  • Team Building: Foster a collaborative and positive team environment, encouraging open communication and mutual respect.
  • Performance Management: Monitor team performance, provide constructive feedback, and implement strategies to enhance the productivity and effectiveness of team members, including the National FFA Officer Team. 
  • Decision Making: Make informed decisions that align with organizational goals and priorities, considering input from team members when appropriate.
  • Coaching and Development: Support the professional growth of team members, including the National FFA Officer Team, through coaching, training, and mentoring opportunities.
  • Conflict Resolution: Address conflicts and disputes within the team and the National FFA Officers promptly and effectively, promoting resolution and maintaining team cohesion.
  • Resource Management: Allocate resources efficiently, including budget, personnel, and equipment, to optimize team performance.
  • Communication: Ensure clear and transparent communication within the team and with other departments or stakeholders, keeping everyone informed and aligned.
  • Problem Solving: Identify issues or challenges affecting team performance and develop practical solutions.
  • Performance Evaluation: Conduct regular performance reviews, assess individual and team achievements, and identify areas for improvement.
  • Change Management: Guide the team through organizational changes, adapting strategies and processes to ensure smooth transitions.
  • Relationship Building: Cultivate positive relationships with internal and external stakeholders, fostering collaboration and support for team initiatives.
  • Fulfill additional assigned duties as required.


Requirements:

EDUCATION:

  • Bachelor’s degree required.    
  • Master’s degree preferred.

EXPERIENCE:  

  • Minimum of five years of   pertinent experience is mandatory.
  • Three years of managerial   or supervisory experience is necessary.
  • Preference is given to   candidates with agricultural education/FFA experience.
  • Preference is given to candidates with experience in youth leadership development.


PHYSICAL DEMANDS:

Light sedentary work. May   lift up to 50 pounds occasionally, push, pull or otherwise move objects.  Repetitive motion. Substantial movements (motions) of the wrists, hands,  and/or fingers. Employees are required to have close visual acuity to perform   activities; viewing a computer terminal; extensive reading. 


WORK ENVIRONMENT:

Some work is required   outside of standard business hours, including evenings and weekends, to support program and events. This position will be based at the office in Indianapolis, which is an indoor, cubicle environment. 


TRAVEL: 

Frequent travel (up to 20% Travel) is required for program deliver, site visits, and national events.  Needs to be eligible for rental car privileges. 


OVERNIGHT TRAVEL:

As applicable, travel will include up to three, 5-10day long, conference/event on-site management .


FFA VALUES: 

  • Integrity: “Upfront and   Honest Always” – Do what is right, all the time. Choose Courage over Comfort.   Be open and truthful. 
  • Respect: “We Before Me” –   Be considerate and courteous. Respect differences in all interactions.   Encourage and recognize others. 
  • Accountability: “Do It,   Own It” – Take initiative, do what you say you will do. Own mistakes.

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