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Hr Leadership Development Program Jobs in California

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Hr Leadership Development Program information

See California salary details

$31.6K

$118.5K

$197.4K

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

As of Aug 9, 2026, the average yearly pay for hr leadership development program in California is $118,486.00, according to ZipRecruiter salary data. Most workers in this role earn between $79,900.00 and $141,100.00 per year, depending on experience, location, and employer.

What can participants in an HR Leadership Development Program expect?

Participants in an HR Leadership Development Program typically rotate through various HR specialties such as talent acquisition, employee relations, compensation and benefits, and organizational development. This structure is designed to provide broad, hands-on experience and a comprehensive understanding of the HR field. Rotations usually last several months each and often include mentorship, project work, and opportunities to present to leadership. This exposure not only builds foundational HR skills but also helps identify personal strengths and interests, setting the stage for accelerated career growth into HR leadership roles.

What is an HR Leadership Development Program?

An HR Leadership Development Program is a structured training initiative designed to develop future leaders in the field of human resources. These programs typically combine rotational assignments, mentorship, classroom learning, and real-world projects to give participants exposure to multiple HR functions. The goal is to build skills in areas such as talent management, employee relations, organizational development, and strategic HR planning. Upon completion, participants are prepared for leadership roles within HR departments or broader organizational management.

What are the key skills and qualifications needed to thrive in an HR Leadership Development Program?

To thrive in an HR Leadership Development Program, you generally need a bachelor's degree in human resources or a related field, strong analytical skills, and a foundational understanding of HR principles. Familiarity with HRIS systems, talent management software, and relevant certifications such as SHRM-CP or PHR are typically expected. Excellent communication, problem-solving, and leadership potential are critical soft skills that set participants apart. These competencies are essential for developing strategic HR acumen and successfully leading organizational talent initiatives.

What is the difference between Hr Leadership Development Program vs HR Coordinator?

AspectHR Leadership Development ProgramHR Coordinator
Required CredentialsBachelor's degree, leadership potentialBachelor's degree, HR certification often preferred
Work EnvironmentTraining programs, rotational assignments, leadership focusAdministrative HR tasks, employee support, recruitment
Employer & Industry UsageCorporate HR departments, large organizationsVarious industries, entry-level HR roles
Search & Comparison IntentDeveloping future HR leaders, leadership trainingEntry-level HR roles, HR support positions

The HR Leadership Development Program is designed to groom future HR leaders through rotational assignments and leadership training, while the HR Coordinator handles day-to-day HR administrative tasks. The program focuses on leadership skills and strategic HR understanding, whereas the coordinator role emphasizes operational support. Both roles are essential in HR departments but serve different career stages and objectives.

What are the most commonly searched types of Hr Leadership Development Program jobs in California? The most popular types of Hr Leadership Development Program jobs in California are:
What are popular job titles related to Hr Leadership Development Program jobs in California? For Hr Leadership Development Program jobs in California, the most frequently searched job titles are:
What job categories do people searching Hr Leadership Development Program jobs in California look for? The top searched job categories for Hr Leadership Development Program jobs in California are:
Hr Leadership Development Program jobs near you
Infographic showing various Hr Leadership Development Program job openings in California as of August 2026, with employment types broken down into 1% As Needed, 77% Full Time, 17% Part Time, 1% Temporary, and 4% Contract. Highlights an 96% Physical, 1% Hybrid, and 3% Remote job distribution, with an average salary of $118,486 per year, or $57 per hour.

Leadership Development Business Partner

Meta

Menlo Park, CA

$230K/yr

Full-time

Re-posted 22 days ago

Meta rating

7.8

Company rating: 7.8 out of 10

Based on 45 frontline employees who took The Breakroom Quiz

136th of 242 rated software companies

Job description

People Development accelerates the performance of every Metamate, team, and leader — building the capabilities, culture, and human-AI partnerships that power Meta's future. We help people thrive through continuous change, grow more valuable over time, and choose to stay. We do this through coaching, team development, leadership experiences, performance systems, and skills at scale — all working as an integrated system, not a set of disconnected programs.This role sits on the Leadership Development team and focuses on team development and coaching, with the goal of supporting prioritized leaders and teams as they develop the skills and systems to solve their most important leadership challenges and unlock organizational impact. The team works as a small, lean consultative team, and partners with both Business and HR leaders to scale leader, team development, and healthy organization work. To support this mission, we are hiring a Leadership Development Business Partner. Reporting to the Director, Leadership Development this individual contributor role will focus on the most strategic leader and team development work across Meta.
Leadership Development Business Partner Responsibilities:
  • Diagnose leadership and team effectiveness at the system level. Use evidence-based diagnostic methods — team assessments, 360 design and debrief, stakeholder interviews, organizational data — to identify root causes, not just symptoms. Translate diagnosis into actionable intervention design
  • Design and deliver high-impact leader and team interventions. Build and facilitate bespoke development experiences — team engagements, leadership alignment sessions, transition support, coaching engagements — that are grounded in diagnosis and connected to business outcomes. This is not templated training. It's sustained, expert-level partnership
  • Coach executive leaders using ICF-credentialed methodology. Provide 1:1 coaching that builds the leader's own capacity — not advisory feedback, but professional, evidence-based coaching rooted in the ICF framework. This includes educating leaders on how team and leadership development can impact their business and organizational needs
  • Serve as cross-company intelligence. Use the rotational deployment model to identify patterns, share insights, and transfer best practices across business groups. Bring an enterprise-wide perspective to every engagement — "here's what we're seeing across Meta, and here's what's working."
  • Build trusted partnerships with HR Business Partners to deliver leader and team engagements. Collaborate on intake, scoping, and alignment while maintaining the structural independence that enables candor and trust
  • Connect leaders to the full People Development ecosystem. Serve as a front door to exec dev experiences, coaching resources, growth programs, and skills development — ensuring leader development isn't a one-off intervention but part of a connected system
  • Support organizational and work environment transformation. Partner with leaders navigating large-scale change — reorgs, strategy shifts, AI transformation — with change management expertise that goes beyond process to address the leadership capability required to lead through disruption
  • Stay at the cutting edge of the craft. Bring current research, emerging practices, and outside perspective on leadership effectiveness, team dynamics, and organizational health — especially as AI reshapes what leadership looks like at scale

Minimum Qualifications:
  • 12+ years of professional experience, with significant depth in leadership development, organizational effectiveness, or a related field
  • 5+ years in Learning & Development, Organizational Development, or leadership development function
  • ICF credential (ACC, PCC, or MCC) — this is a credentialed coaching role, not an advisory one
  • Demonstrated mastery of leader and team diagnosis, including 360 design/debrief, team assessment, and organizational analysis
  • Expertise in designing and facilitating high-impact development experiences for executive leaders and leadership teams — not off-the-shelf programs, but bespoke interventions grounded in diagnostic data
  • Experience working within complex, technical, multicultural, and globally distributed organizations at scale
  • Track record of building trusted partnerships with both business leaders and HR partners, with experience consistently working under your own initiative, seeking feedback and input where appropriate

Preferred Qualifications:
  • PCC or MCC-level ICF credential
  • Graduate-level work in organizational psychology, organizational development, or leadership development
  • Experience in a consultative or rotational model (vs. single-client embedded)
  • Experience operating in ambiguity and fast-moving environments where the work is defined by the diagnosis, not a predetermined playbook
  • Familiarity with how AI is reshaping leadership, team dynamics, and organizational design — and a point of view on what that means for development

About Meta:
Meta builds technologies that help people connect, find communities, and grow businesses. When Facebook launched in 2004, it changed the way people connect. Apps like Messenger, Instagram and WhatsApp further empowered billions around the world. Now, Meta is moving beyond 2D screens toward immersive experiences like augmented and virtual reality to help build the next evolution in social technology. People who choose to build their careers by building with us at Meta help shape a future that will take us beyond what digital connection makes possible today—beyond the constraints of screens, the limits of distance, and even the rules of physics.
Meta is proud to be an Equal Employment Opportunity and Affirmative Action employer. We do not discriminate based upon race, religion, color, national origin, sex (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender, gender identity, gender expression, transgender status, sexual stereotypes, age, status as a protected veteran, status as an individual with a disability, or other applicable legally protected characteristics. We also consider qualified applicants with criminal histories, consistent with applicable federal, state and local law. Meta participates in the E-Verify program in certain locations, as required by law. Please note that Meta may leverage artificial intelligence and machine learning technologies in connection with applications for employment.
Meta is committed to providing reasonable accommodations for candidates with disabilities in our recruiting process. If you need any assistance or accommodations due to a disability, please let us know at accommodations-ext@meta.com.
$230,000/year to $292,000/year + bonus + equity + benefits
Individual compensation is determined by skills, qualifications, experience, and location. Compensation details listed in this posting reflect the base hourly rate, monthly rate, or annual salary only, and do not include bonus, equity or sales incentives, if applicable. In addition to base compensation, Meta offers benefits. Learn more about benefits at Meta.

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