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Leadership Development Manager Jobs in Idaho (NOW HIRING)

Northampton Community College

When an opening occurs, the hiring manager(s) will review this pool of applicants. Should review of ... Leadership and Management * Communications * Conflict Resolution * Supervision * DEI (Diversity ...

Cedar and Sage Homes

Development Manager

Eagle, ID · On-site

We are seeking a Development Manager to join our team--someone who is a motivated self-starter with a positive attitude and a strong understanding of real estate development processes. The ideal ...

Clenera, LLC

Development Manager

Boise, ID · On-site +1

ABOUT THE ROLE The Development Manager oversees day to day project execution including all permitting and environmental filings, supervision of project development timelines, and management of a ...

Clēnera, LLC

Development Manager

Boise, ID · On-site +1

ABOUT THE ROLE The Development Manager oversees day to day project execution including all permitting and environmental filings, supervision of project development timelines, and management of a ...

Rezolut

Business Development Manager

Idaho Falls, ID · On-site

$90K - $100K/yr

Position Overview The Business Development Manager (BDM) will play a pivotal role in expanding ... Comfortable and confident presenting to physicians, clinical leadership, and administrative ...

ManpowerGroup

Business Development Manager

Boise, ID · Hybrid

The primary purpose of the Business Development Manager (BDM) is to spearhead the acquisition and ... Collaborate with delivery leaders to plan and allocate resources effectively to meet client needs.

Manpower Group

Business Development Manager

Boise, ID · Hybrid

The primary purpose of the Business Development Manager (BDM) is to spearhead the acquisition and ... Collaborate with delivery leaders to plan and allocate resources effectively to meet client needs.

Manpower

Business Development Manager

Boise, ID · Hybrid

The primary purpose of the Business Development Manager (BDM) is to spearhead the acquisition and ... Collaborate with delivery leaders to plan and allocate resources effectively to meet client needs.

The People Brand

Materials Development Manager

Rigby, ID · Hybrid

$120K - $140K/yr

A leading technical apparel and outdoor products company is seeking a Materials Development Manager to lead the strategy, direction, and execution of materials development across multiple performance ...

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All JobsLeadership Development JobsLeadership Development Manager JobsLeadership Development Manager Jobs in Idaho

Leadership Development Manager information

See Idaho salary details

$29.6K

$136K

How much do leadership development manager jobs pay per year?

As of Aug 31, 2026, the average yearly pay for leadership development manager in Idaho is $130,502.00, according to ZipRecruiter salary data. Most workers in this role earn between $134,500.00 and $134,500.00 per year, depending on experience, location, and employer.

What does a leadership development manager do?

A Leadership Development Manager is responsible for designing, implementing, and overseeing programs that develop leadership skills within an organization. They assess organizational needs, create training initiatives, and work with employees at all levels to cultivate effective leaders. Their work often involves coaching, mentoring, and evaluating the success of leadership programs to ensure alignment with company goals. Ultimately, they help build a strong leadership pipeline to support the company's growth and strategic vision.

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

To excel as a Leadership Development Manager, you need expertise in talent management, instructional design, and organizational development, typically supported by a bachelor’s or master’s degree in HR, business, or a related field. Familiarity with learning management systems (LMS), assessment tools, and certifications such as SHRM or CPLP is highly valuable. Outstanding communication, emotional intelligence, and facilitation skills help you engage leaders and drive cultural change. These competencies are essential for cultivating effective leadership pipelines and supporting organizational growth.

How does a leadership development manager typically collaborate with other departments to implement effective programs?

Leadership Development Managers frequently work cross-functionally, partnering with HR, department heads, and senior leadership to assess organizational needs and tailor development programs accordingly. They may lead workshops, facilitate training sessions, and gather feedback from multiple teams to ensure programs are aligned with company goals. Regular collaboration is essential to identify emerging leadership gaps and to measure the impact of development initiatives across departments, making strong communication and relationship-building skills critical to success in this role.

What is the difference between Leadership Development Manager vs Training and Development Manager?

AspectLeadership Development ManagerTraining and Development Manager
Primary FocusDeveloping leadership skills and succession planningDesigning and implementing employee training programs
Required CredentialsBachelor's degree; often advanced degrees in HR or organizational developmentBachelor's degree; often certifications in training or HR
Work EnvironmentStrategic, leadership-focused settings within organizationsOperational training environments across various departments
Employer & Industry UsageCommon in corporate, nonprofit, and government sectorsWidely used across industries for employee skill enhancement

While both roles aim to improve employee capabilities, the Leadership Development Manager concentrates on cultivating future leaders and strategic leadership skills, whereas the Training and Development Manager focuses on broader employee training programs. Understanding these differences helps organizations align their talent development strategies effectively.

What are the most commonly searched types of Leadership Development jobs in Idaho?

The most popular types of Leadership Development jobs in Idaho are:

What are popular job titles related to Leadership Development Manager jobs in Idaho?

For Leadership Development Manager jobs in Idaho, the most frequently searched job titles are:

What job categories do people searching Leadership Development Manager jobs in Idaho look for?

The top searched job categories for Leadership Development Manager jobs in Idaho are:

What cities in Idaho are hiring for Leadership Development Manager jobs?

Cities in Idaho with the most Leadership Development Manager job openings:

Leadership Development Manager jobs near you
Infographic showing various Leadership Development Manager job openings in Idaho as of August 2026, with employment types broken down into 1% As Needed, 82% Full Time, 15% Part Time, and 2% Contract. Highlights an 91% Physical, 3% Hybrid, and 6% Remote job distribution, with an average salary of $130,502 per year, or $62.7 per hour.

Manager of Leadership Development

Idaho National Laboratory

Idaho Falls, ID • On-site

$93K - $225K/yr

Full-time

Medical, Dental, Vision, Retirement, PTO

Posted 6 days ago

Idaho National Laboratory rating

8.8

Company rating: 8.8 out of 10

Based on 16 frontline employees who took The Breakroom Quiz

16th of 120 rated laboratories

Job description


Idaho National Laboratory is hiring a Manager of Leadership Development to work with our Human Resource Talent Development team. Our team works a 9x80 schedule located out of our Idaho Falls facility with every other Friday off.
Responsibilities:
The Manager of Leadership Development ensures that development programs for Individual Contributors, Managers, and Leaders function as one coherent employee journey rather than three independent programs. This role owns the consistency, hand-offs, and shared philosophy that connect the three programs, along with the shared development infrastructure (assessments, coaching, mentoring, work experiences) that all three levels draw on - plus the people-management and coordination that lets the three Leads focus on program design.
  • Program Component Oversight (in partnership with the three Program Design Leads)
  • Own the portfolio of assessments used for self-awareness (e.g., MAPP, Workplace Big5, TalentTelligent Competencies), ensuring the right tools are selected, consistently deployed, and interpreted meaningfully across the IC, Manager, and Leader levels
  • Own the coaching offering - both internal and external providers - including vendor/provider selection, quality and fit, and ensuring coaching is allocated and sequenced appropriately across the three levels
  • Oversee the design and availability of mentoring and peer network opportunities (e.g., networking opportunities, use of One INL Mentoring), ensuring meaningful access at each level of the journey
  • Oversee the identification of work experience needs (e.g., stretch assignments, job rotations) at each level, ensuring these experiences are intentionally built into individual development plans rather than left ad hoc
  • Oversee the quarterly Empower Leader events as well as the bi-annual Leadership Summit event
    Integration & Coherence
  • Own and maintain a shared competency/journey architecture spanning IC → Manager → Leader, ensuring the three Development Workstream Leads design against a common framework
  • Identify and close gaps or redundancies at the hand-off points between workstreams (e.g., what a high-performing IC needs to be ready for the Manager program; what a new Manager needs before entering the Leader program)
  • Establish and run a regular integration cadence (e.g., joint planning sessions, shared reviews) where the three Leads align on approach, terminology, and philosophy
  • Maintain shared standards for how the development methodology is applied across workstreams, so the model means the same thing at every level even as content differs
    People Leadership
  • Manage, coach, and develop the three Program Design Leads, including performance management and career growth
  • Balance workload, staffing, and priorities across the three Leads, surfacing capacity conflicts to the Deputy Director when trade-offs require it
  • Represent the Leadership & Career Development workstream team's staffing needs and priorities to the Deputy Director of Programs and to the Deputy Director of Operations (Facilitation, Learning Experience capacity, LMS) planning conversations
    Program Health & Reporting
  • Monitor cross-workstream metrics (e.g., progression rates between levels, consistency of participant experience, program effectiveness) in addition to each Lead's individual program metrics
  • Flag when a workstream's design choices risk breaking integration (e.g., diverging competency language) and work with the relevant Lead to resolve it
  • Report on the health of the integrated development journey as a whole - not just three separate program statuses

Minimum Qualifications
  • Bachelor's degree in organizational development, Human Resources, Education, or related field (or equivalent experience)
  • 6 years of experience in talent/leadership development or organizational development, including experience designing or overseeing multi-level development programs
  • Demonstrated experience with the 70-20-10 model or comparable holistic development frameworks
  • People management experience, ideally managing other programs or instructional design professionals
  • Strong facilitation and influence skills - this role leads through alignment, not just authority, since the Leads retain content ownership

Preferred Qualifications
  • Experience building or maintaining competency models or career frameworks that span multiple levels of an organization
  • Background in both individual contributor and leadership development (breadth across levels, not just one)
  • Experience operating in a matrixed structure with a separate delivery/operations function
  • Experience managing external vendor or provider relationships (e.g., coaching, assessment platforms)
  • Familiarity with psychometric or self-assessment tools (e.g., DISC, Big5, MBTI, or similar) and how they're applied in development contexts

Job Information:
The target pay range for this position is ($104,649 -$160,458) annually. The full pay range is ($93,840-$225,180). At Idaho National Laboratory compensation decisions are determined using factors such as education, relevant experience, and other credentials.
Physical Requirements:
While performing the duties of this classification, the employee is frequently required to stand, walk, sit, stoop, kneel, bend, and work in an office and field/laboratory environment. The job requires hand/finger dexterity to keyboard or type, handle materials, manipulate tools, and reach with hands and arms. The job requires operation of job-related equipment and driving a vehicle. The employee must occasionally lift and/or move up to 35 pounds. Sufficient visual acuity and hearing capacity to perform the essential functions and interact with people is required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
About Us
Benefits and Relocation
  • Medical, Dental, Vision, and Flexible Spending Accounts
  • 401(k) with a 4.2% employer contribution and up to 4.8% match (regular positions) or self-contribute access (postdoctoral positions)
  • Paid time off (personal leave)
  • Employee Education Program (tuition assistance for eligible positions)
  • Comprehensive Relocation Package
  • Benefit eligibility subject to multiple factors, including employment status and position classification.

At this time, BEA will not sponsor any H1-B visas obtained outside of the United States of America (U.S.A.), including consular visas.
INL is a science-based, applied engineering national laboratory dedicated to supporting the U.S. Department of Energy's mission in nuclear energy research, science, and national defense. With more than 6,300 scientists, researchers, and support staff, the laboratory works with national and international governments, universities and industry partners to change the world's energy future and secure our nation's critical infrastructure.
INL Mission:
Our mission is to discover, demonstrate and secure innovative nuclear energy solutions, other clean energy options and critical infrastructure.
INL Vision:
Our vision is to change the world's energy future and secure our nation's critical infrastructure.
Selective Service Requirements:
To be eligible for employment at INL males born after December 31, 1959 must have registered with the Selective Service System (SSS). For more information see www.sss.gov.
Equal Employment Opportunity:
Idaho National Laboratory (INL) is an Equal Employment Opportunity (EEO) employer. It is the policy of INL to provide equal employment opportunities to all qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, protected veteran or disabled status, or genetic information.
Reasonable Accommodation:
We will ensure that individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment. Please contact us to request accommodation.
Other Information:
When applying to positions please provide a resume and answer all questions on the following screens. Applicants, who fail to provide a resume or answer the questions, may be deemed ineligible for consideration.
INL does not accept resumes from third party vendors unsolicited.

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About Idaho National Laboratory

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Idaho National Laboratory is a leading multi-disciplinary national laboratory dedicated to supporting the U.S. Department of Energy's missions in nuclear and energy research, science, and national defence. Located in Idaho Falls, ID, US, it operates under the management of Battelle Energy Alliance. Since its inception in 1949, the lab has remained at the forefront of nuclear energy innovations and advancements, providing critical scientific and technological inputs to support national priorities. Guided by its commitment to excellence, innovative research, collaborative partnerships, and integrity, the lab continues to play a vital role in driving America's nuclear and energy future.

Industry

Scientific research and development services

Company size

5,001 - 10,000 Employees

Headquarters location

Idaho Falls, ID, US

Year founded

1949

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