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Executive Development Jobs in Texas (NOW HIRING)

PepsiCo

Talent Management Sr Manager

Plano, TX · On-site

$123K - $206K/yr

Executive Development & Succession is a critical role within the Global Talent Management Center of Excellence (CoE). This position is responsible for leading and managing the PepsiCo executive ...

New

PepsiCo

Talent Management Sr Manager

Plano, TX · Hybrid

$123K - $206K/yr

Executive Development & Succession is a critical role within the Global Talent Management Center of Excellence (CoE). This position is responsible for leading and managing the PepsiCo executive ...

PepsiCo

Talent Management Sr Manager

Plano, TX · Hybrid

$123K - $206K/yr

Executive Development & Succession is a critical role within the Global Talent Management Center of Excellence (CoE). This position is responsible for leading and managing the PepsiCo executive ...

New

Genpact

Business Development Executive

Richardson, TX · On-site

Business Development Executive Ready to turn bold ideas into real-world impact? At Genpact, we don't just adapt to change, we lead it. AI and digital innovation are transforming the way businesses ...

Cardwell Beach

Business Development Executive

Tyler, TX · On-site

$25 - $45/hr

Business Development Executive Location: Fully Remote | Flexible Schedule Are you a natural communicator who enjoys connecting with people, building relationships, and helping businesses grow? We're ...

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Executive Development information

What is executive development?

Executive development refers to the process of preparing and enhancing the skills, knowledge, and abilities of individuals in leadership positions within an organization. This can involve formal training programs, coaching, mentoring, and on-the-job experiences designed to help executives lead more effectively. The goal is to ensure that leaders are equipped to drive organizational success, adapt to changing business environments, and manage teams efficiently. Executive development is crucial for succession planning and maintaining a competitive edge in the market.

What are some typical challenges faced in an executive development role, and how can they be addressed?

Professionals in Executive Development often encounter challenges such as aligning leadership programs with evolving organizational goals, engaging busy executives in ongoing learning, and measuring the impact of development initiatives. To address these, it’s important to maintain strong communication with senior leaders, tailor programs to specific business needs, and use robust metrics to track outcomes. Collaborating closely with HR, business unit leaders, and external partners can also help ensure initiatives remain relevant and effective.

What is the difference between Executive Development vs Corporate Trainer?

AspectExecutive DevelopmentCorporate Trainer
CredentialsOften requires advanced degrees (MBA, related certifications)Typically requires certifications in training or education (e.g., CPT, CPLP)
Work EnvironmentCorporate offices, leadership programs, executive settingsTraining rooms, workshops, online platforms
Employer & Industry UsageUsed by corporations to develop senior leadersUsed across industries to improve employee skills
Search & Comparison IntentFocuses on leadership growth at executive levelsFocuses on skill development for employees

Executive Development and Corporate Trainer roles both focus on professional growth, but Executive Development targets senior leaders and strategic leadership skills, often requiring advanced degrees and working within corporate leadership programs. In contrast, Corporate Trainers focus on skill-building for employees at various levels, utilizing training certifications and delivering workshops or online courses. While both roles aim to enhance workforce capabilities, their target audiences and work environments differ significantly.

What are the key skills and qualifications needed to thrive in executive development, and why are they important?

To excel in Executive Development, you need a strong background in leadership theory, talent management, and organizational behavior, often supported by a degree in business or human resources. Familiarity with learning management systems (LMS), assessment tools, and certifications such as SHRM or HRCI is highly beneficial. Excellent communication, strategic thinking, and relationship-building skills help drive effective leadership programs and foster executive growth. These capabilities are crucial for shaping future leaders, aligning talent strategies with business goals, and ensuring long-term organizational success.
What are the most commonly searched types of Development jobs in Texas? The most popular types of Development jobs in Texas are:
What cities in Texas are hiring for Executive Development jobs? Cities in Texas with the most Executive Development job openings:
Executive Development jobs near you
Infographic showing various Executive Development job openings in Texas as of July 2026, with employment types broken down into 1% As Needed, 82% Full Time, 15% Part Time, and 2% Contract. Highlights an 92% Physical, 2% Hybrid, and 6% Remote job distribution.

Senior Talent & Leadership Development

Cirrus Logic

Austin, TX • On-site

Full-time

Re-posted 11 days ago

Job description

For over four decades, Cirrus Logic has been propelled by the top engineers in mixed-signal processing. Our rockstar team thrives on solving complex challenges with innovative end-user solutions for the world's top consumer brands. Cirrus Logic is also known for its award-winning culture, which was built on a foundation of inclusion and fairness, meaningful community engagement, and delivering enjoyable employee experiences at every turn. But we couldn't do it without our extraordinary workforce - and that's where you come in. Join our team and help us continue to make Cirrus Logic an exceptional place to grow your career!
Cirrus Logic is seeking a Senior Talent & Leadership Development to lead the strategy, design, and execution of enterprise leadership development initiatives. This role is responsible for building scalable, high-impact programs that strengthen leadership capability, accelerate talent readiness, and align development efforts to business priorities and future workforce needs.
The ideal candidate brings deep expertise in leadership and executive development, instructional design, facilitation, coaching and mentoring program management, and talent strategy - along with a strong ability to partner with senior stakeholders and deliver measurable results.
Job Responsibilities
Executive Development
  • Lead the design and delivery of executive development programs for senior leaders

  • Own end-to-end program management, including logistics, communications, content, and participant experience

  • Partner with senior stakeholders to ensure alignment with strategic business priorities

  • Manage external vendors and facilitators to deliver high-quality, customized experiences

  • Incorporate leadership assessments, feedback tools, and development planning to support executive development and succession readiness

Leadership Development Strategy & Programs
  • Design and deliver leadership development experiences across all leadership levels

  • Build scalable, repeatable programs grounded in adult learning and instructional design principles

  • Facilitate workshops and development experiences for global leader populations

  • Develop tools, resources, and learning materials that enable consistent, high-quality delivery

Coaching & Mentoring
  • Design, launch, and manage enterprise mentoring programs to support employee growth and readiness

  • Oversee executive coaching programs, including vendor selection, matching processes, and participant experience

  • Ensure alignment of coaching and mentoring initiatives with broader leadership development strategy

  • Manage communications, operations, and effectiveness of coaching and mentoring offerings

Talent Assessment & Succession Planning
  • Lead the strategy for talent assessments and succession planning in partnership with HR and business leaders

  • Design and evolve talent review and succession planning approaches that identify capability gaps, assess readiness, and inform development priorities

  • Strengthen leadership pipeline readiness through targeted development planning and experiences

  • Contribute to talent strategies that support internal mobility, bench strength, and readiness for broader scope

Stakeholder Partnership
  • Build strong relationships with HR partners, executives, and business leaders

  • Align leadership development priorities with organizational strategy and business needs

  • Provide regular updates, insights, and strategic recommendations on program performance and impact

  • Serve as a trusted advisor on leadership capability development

Measurement & Impact
  • Use people data and business outcomes to evaluate ROI, readiness, bench strength, and program effectiveness

  • Track and report on key performance indicators, including participation, engagement, and outcomes

  • Use data and feedback to drive continuous improvement and inform decision-making

  • Connect development efforts to broader business outcomes and talent strategies

Required Qualifications
  • Bachelor's degree required; degree or certification in Human Resources, Organizational Development, or a related field preferred
  • 10+ years of experience in leadership development, talent development, organizational development, or a related field

  • Proven track record designing and leading leadership development programs, including executive-level initiatives

  • Strong expertise in instructional design, adult learning principles, and facilitation

  • Experience managing coaching, mentoring, talent review, and succession planning initiatives

  • Demonstrated ability to influence and partner with senior leaders and cross-functional stakeholders

  • Strong program and project management skills, with the ability to manage multiple priorities and deliver results

  • Analytical mindset with the ability to translate data into actionable insights and program improvements

  • Excellent written and verbal communication skills

Applicants must be authorized to work for ANY employer in the U.S. We are unable to sponsor or take over sponsorship of an employment visa at this time.
#LI-KD1 #LI-Hybrid
Applicants must be authorized to work for ANY employer in the U.S. We are unable to sponsor or take over sponsorship of an employment visa at this time.
Cirrus Logic strives to select the best qualified applicant for any opening. Different approaches, ideas and points of view are both valued and respected. Employment decisions are made on the basis of job-related criteria without regard to race, color, religion, sex, national origin, age, protected veteran or disabled status, genetic information, or any other classification protected by applicable law.

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