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Engineering Leadership Development Program Jobs in New York

Volvo Car USA

Leadership Development Partner

Mahwah, NJ

$73.35K - $136.22K/yr

Ensure global leadership programs and mandatory training are delivered to a high standard across the region. When necessary, customize to the local target group always based on business needs.

Volvo Group

Leadership Development Partner

Mahwah, NJ

$73.35K - $136.22K/yr

Ensure global leadership programs and mandatory training are delivered to a high standard across the region. When necessary, customize to the local target group always based on business needs.

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$91.9K

$138.5K

$143.3K

How much do engineering leadership development program jobs pay per year?

As of May 31, 2026, the average yearly pay for engineering leadership development program in New York is $138,504.00, according to ZipRecruiter salary data. Most workers in this role earn between $141,100.00 and $141,100.00 per year, depending on experience, location, and employer.

What are the key skills and qualifications needed to thrive in an Engineering Leadership Development Program, and why are they important?

To thrive in an Engineering Leadership Development Program, candidates typically need a strong academic background in engineering, demonstrated problem-solving abilities, and relevant internship or project experience. Familiarity with project management software, data analysis tools, and sometimes certifications like Six Sigma or PMP can be advantageous. Exceptional communication, teamwork, and leadership potential are critical soft skills for standing out in this program. These competencies are essential to effectively manage technical projects, collaborate across teams, and develop into future engineering leaders.

What career growth opportunities can participants expect after completing an Engineering Leadership Development Program (ELDP)?

Graduates of an Engineering Leadership Development Program often find themselves well-positioned for rapid advancement into technical leadership and management roles. The program's rotational structure exposes participants to various engineering functions, business units, and project teams, allowing them to build a broad skill set and strong professional network. Typically, participants transition into roles such as project lead, technical manager, or team supervisor, and are considered strong candidates for future senior management positions. Many organizations also offer mentorship and continued training to support ongoing career progression.

What is an Engineering Leadership Development Program?

An Engineering Leadership Development Program (ELDP) is a structured, rotational program designed to develop future leaders in engineering within an organization. Participants typically rotate through various roles and departments, gaining hands-on experience in technical, managerial, and cross-functional projects. The program often includes mentorship, leadership training, and networking opportunities to help participants build both technical skills and leadership capabilities. ELDPs are commonly offered by large engineering or technology companies to accelerate the career growth of high-potential engineering graduates.

What is the difference between Engineering Leadership Development Program vs Engineering Intern?

AspectEngineering Leadership Development ProgramEngineering Intern
CredentialsTypically requires a bachelor's degree in engineering or related field; some programs prefer or require a master's degreeUsually pursuing or recently completed a bachelor's degree in engineering or related field
Work EnvironmentStructured rotational program with mentorship, training, and leadership development in a corporate settingTemporary position focused on assisting engineering teams, gaining practical experience
Employer & Industry UsageCommon in large corporations across various engineering sectors, including aerospace, manufacturing, and techWidely used in engineering firms, tech companies, and manufacturing for student or recent graduate support

The Engineering Leadership Development Program is a structured, long-term program aimed at developing future engineering leaders through rotations and training. In contrast, an Engineering Intern position offers short-term, practical experience to students or recent graduates. Both roles serve different career stages but share a focus on engineering skills and industry exposure.

What are popular job titles related to Engineering Leadership Development Program jobs in New York? For Engineering Leadership Development Program jobs in New York, the most frequently searched job titles are:
What job categories do people searching Engineering Leadership Development Program jobs in New York look for? The top searched job categories for Engineering Leadership Development Program jobs in New York are:
Engineering Leadership Development Program jobs near you
Infographic showing various Engineering Leadership Development Program job openings in New York as of May 2026, with employment types broken down into 1% As Needed, 82% Full Time, 14% Part Time, and 3% Contract. Highlights an 83% Physical, 4% Hybrid, and 13% Remote job distribution, with an average salary of $138,504 per year, or $66.6 per hour.
Director, Leadership Development

Director, Leadership Development

Metropolitan Transportation Authority

New York, NY • On-site

Full-time, Part-time

Posted 7 days ago

Metropolitan Transportation Authority rating

7.5

Company rating: 7.5 out of 10

Based on 131 frontline employees who took The Breakroom Quiz

37th of 76 rated public transport

Job description

Job ID: 15458
Business Unit: MTA Headquarters
Location: New York, NY, United States
Regular/Temporary: Regular
Department: Leadership Development
Date Posted: May 18, 2026
Description
JOB TITLE:
Director, Leadership Development
DEPT/DIV:
People
SUPERVISOR:
Dep uty Ch ie f , Learn ing Engag ement & Develo pment (LEaD)
WORK LOCATION:
2 Broadway, New York, NY 10004
HOURS OF WORK:
9:00 am - 5:30 pm (7.5 hours/day) or as required
FULL/PART-TIME
FULL
SALARY RANGE:
$ 119,295 - $ 149,119
DEADLINE:
Until filled
This position is eligible for telework, which is currently one day per week. New hires are eligible to apply 30 days after their effective date of hire.
Opening:
The Metropolitan Transportation Authority is North America's largest transportation network, serving a population of 15.3 million people across a 5,000-square-mile travel area surrounding New York City, Long Island, southeastern New York State, and Connecticut. The MTA network comprises the nation's largest bus fleet and more subway and commuter rail cars than all other U.S. transit systems combined. MTA strives to provide a safe and reliable commute, excellent customer service, and rewarding opportunities.
Position Objective:
The Director of Leadership Development will create the processes, systems, and frameworks that foster learning, maximize individual performance, and develop the capacity and potential of employees through a talent agenda for leadership at every level. It involves the design, implementation, and evaluation of year-round leadership programming for organization-wide future leaders. This role will require an understanding of industry-leading references from Human Performance improvement, Performance DNA, industry best practices, and extensive collaboration with internal stakeholders to further develop an action-learning leadership compendium. In partnering with agency stakeholders, the Director will be results-driven and strategic in establishing relevant analyses, the examination of desired behaviors with responsive, talent development multi-tiered techniques, allowing future leaders to create a career blueprint and utilize building personal and professional capability through professional development plans. The Director will work closely with the Director of Succession Planning to ensure that future leaders are meeting career development goals with organizational objectives.
Responsibilities:
  • Conceptualize, design, and implement career and leadership development programming, training delivery, and facilitation that facilitates breakthroughs to enhance the individual, team, and organizational performance and knowledge management.
  • Working cross-functionally with multiple agency departments to create diverse processes, systems, and frameworks that foster learning, maximize individual performance, and develop the capacity and potential of employees through technology application.
  • Identify, select, and implement the right learning and talent technologies and operationalize assessment tools to measure program effectiveness, where possible gaps need to be closed, and where leadership growth opportunities can be highlighted.
  • Partner with key stakeholders, such as senior leadership and People Department colleagues, to understand and analyze skills/performance gaps, apply learning theories and cognitive science to propose learning approaches and delivery models, to achieve outcomes, enhance skills/behaviors, and close performance gaps.
  • Through MTA-wide consulting and partnering for organizational insight, consistently evaluate the impact of talent development programs. Implement multi-level, systematic methods for gathering and reporting on information about the effectiveness of learning programs.
  • Establish global listening and employee strengthening conversations. Create, lead, and maintain coaching circles, learning communities, and mastermind opportunities that ensure individuals develop rapidly toward a preferred future state, produce results, set goals, take action, make better decisions, and capitalize on natural strengths.
  • Utilize off-the-shelf, Transit University Leadership Programs, agency leadership programs, and custom-designed content to incorporate adult learning methodologies for in-person, remote, and e-learning leadership material.
  • Administer learning evaluations and assessments to ensure targeted levels of program success. Leverage data results to identify talent within the agency's strategic business plan and mission.
  • Partner with key all-agency stakeholders to ensure future leaders are identified, engaged, and scheduled for programming. Additionally, ensure post-training participants are continuously engaged, and strategic plans are developed to ensure that future leadership placement is tracked and reported for every training participant.
  • Establish standards and practices to measure and report program effectiveness and impact.
  • Act as a liaison with agency subject matter experts within departmental units to ensure specific unit outcomes are met within the leadership program.
  • Other duties as assigned.

Required for All Jobs :
  • Performs other duties as assigned
  • Complies with all policies and standards
  • May be required to work hours outside regular work hours, as applicable
  • Observes the work performed by contractors, as applicable
  • Reviews invoices and approves them if the work meets contractual standards, as applicable
  • Addresses performance issues with the contractor when possible, as applicable
  • Escalates issues to other parties when needed, as applicable

Required Knowledge/Skills/Abilities:
  • An equivalent combination of education from an accredited college and experience may be considered in lieu of a degree (12 years of equivalent work experience).
  • Experience working with senior executive stakeholders.
  • Exceptional data analysis, critical thinking, and problem-solving skills.
  • Keeps up-to-date with leading-edge approaches (both in-person and online approaches).
  • Has experience building strong relationships across an organization.
  • Experience in instructional design processes, along with career development and performance management.
  • Knowledge and professional use of various assessments, such as the 360-degree assessment model.
  • Ability to supervise multiple programs, while keeping an eye on the details - quality matters to you as much as speed and execution.
  • Excellent communication, organizational, and interpersonal skills.
  • Demonstrated ability to communicate and interact well with external agencies.
  • Excellent strategic thinking and presentation skills.
  • Demonstrated ability to work with all internal levels within a given organization.
  • Demonstrated ability to work in a high-profile, high-pressure environment effectively.
  • Must have strong managerial skills to effectively direct a staff of professional and technical employees in implementing the short- and long-term goals and direction for the area of responsibility.
  • Demonstrated ability to complete short- and long-term projects effectively and as efficiently as possible.
  • Demonstrated proficiency in Microsoft Office Suite or comparable applications, i.e., Word, Excel, PowerPoint, and Outlook.

Required Education and Experience:
  • Bachelor's Degree in Arts/Sciences (BA/BS) in Business Administration, Education, Human Resources, Organizational Development, Psychology, Business, Organizational Behavior, Industrial/Organizational Psychology, or related field, or an equivalent combination of education from an accredited college and experience may be considered in lieu of a degree (12 years equivalent work experience).
  • Minimum 8 years related experience, including at least 4 years in a human resources head and/or managerial and/or project manager role in a large, multi-faceted, fast-paced organization or governmental body, and
  • Minimum 4 years in a supervisory role managing teams/individual contributors.

The Following is/are preferred:
  • Master's degree in Arts/Sciences (MA/MS) in Organizational Development/Design or a related field.
  • Attainment of or in the process of attaining SPHR or SHRM certification in Human Resource Management or Six Sigma certification
  • Strong project management .

Other Information
May need to work outside of normal work hours (i.e., evenings and weekends)
Travel may be required to other MTA locations or other external sites.
According to the New York State Public Officers Law & the MTA Code of Ethics, all employees who hold a policymaking position must file an Annual Statement of Financial Disclosure (FDS) with the NYS Commission on Ethics and Lobbying in Government (the "Commission").
Equal Employment Opportunity
MTA and its subsidiary and affiliated agencies are Equal Opportunity Employers, including those concerning veteran status and individuals with disabilities.
The MTA encourages qualified applicants from diverse backgrounds, experiences, and abilities, including military service members, to apply.

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