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Leadership Development Manager Jobs in San Ramon, CA

Campbell Soup Company

Market Development Lead

Oakland, CA · On-site

$67K - $96.40K/yr

This role builds strong relationships with IDPs, store leadership, and key retailer decision makers ... Build trust with store management and retail partners, support new item launches, planogram ...

Campbell's

Market Development Lead

Oakland, CA

$67K - $96.40K/yr

This role builds strong relationships with IDPs, store leadership, and key retailer decision makers ... Build trust with store management and retail partners, supportnew itemlaunches, planogram ...

For The People

Development Manager

Oakland, CA · On-site

The Development Manager acts as a "force multiplier," handling the behind-the-scenes coordination and proactive stewardship that allows the CEO to remain focused on high-level strategy and ...

Chubb

Business Development Manager

Walnut Creek, CA · On-site

$100.80K - $171.40K/yr

The Business Development Manager (BDM) is responsible for driving business growth within an ... Chubb is a world leader in insurance. With operations in 54 countries, Chubb provides commercial ...

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Leadership Development Manager information

See San Ramon, CA salary details

$35.2K

$161.5K

How much do leadership development manager jobs pay per year?

As of May 31, 2026, the average yearly pay for leadership development manager in San Ramon, CA is $155,000.00, according to ZipRecruiter salary data. Most workers in this role earn between $159,800.00 and $159,800.00 per year, depending on experience, location, and employer.

What are the key skills and qualifications needed to thrive as a Leadership Development Manager, and why are they important?

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 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 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 San Ramon, CA? The most popular types of Leadership Development jobs in San Ramon, CA are:
What are popular job titles related to Leadership Development Manager jobs in San Ramon, CA? For Leadership Development Manager jobs in San Ramon, CA, the most frequently searched job titles are:
What job categories do people searching Leadership Development Manager jobs in San Ramon, CA look for? The top searched job categories for Leadership Development Manager jobs in San Ramon, CA are:
What cities near San Ramon, CA are hiring for Leadership Development Manager jobs? Cities near San Ramon, CA with the most Leadership Development Manager job openings:
Leadership Development Manager jobs near you
Infographic showing various Leadership Development Manager job openings in San Ramon, CA as of May 2026, with employment types broken down into 1% As Needed, 78% Full Time, 19% Part Time, and 2% Contract. Highlights an 92% Physical, 3% Hybrid, and 5% Remote job distribution, with an average salary of $155,000 per year, or $74.5 per hour.
Manager, Leadership Development, Learning & Organizational Effectiveness

Manager, Leadership Development, Learning & Organizational Effectiveness

Formfactor

Livermore, CA • On-site

Full-time

Posted 5 days ago

FormFactor rating

6.0

Company rating: 6.0 out of 10

Based on 6 frontline employees who took The Breakroom Quiz

Job description

Forming Our Future together

FormFactor, Inc. (NASDAQ: FORM), is a leading provider of essential test and measurement technologies along the full semiconductor product life cycle - from characterization, modeling, reliability, and design de-bug, to qualification and production test. Semiconductor companies rely upon FormFactor's products and services to accelerate profitability by optimizing device performance and advancing yield knowledge. The company serves customers through its network of facilities in Asia, Europe, and North America.

Rooted in our core values - Focus on the Customer, Ownership & Accountability, Respectfully & Effectively Communicate, and Motivate & Develop People - we foster an environment where diverse perspectives are not only welcomed but celebrated. Everyone can make an impact here. Whether it's improving products, supporting customers, or positively influencing peers and the community, the contributions of our people matter.

Shift:

The regular hours for this position are day shift.

Job Description:

The Manager, Leadership Development, Learning and Organizational Effectiveness will play a pivotal role in building FormFactor's enterprise learning, leadership development, and organizational effectiveness capabilities. This role will help define and shape the strategy, systems, programs, and operating model that enable leaders, teams, and the organization to grow capability, strengthen culture, and execute effectively through FormFactor's next phase of growth.

This role will lead the design and hands-on implementation of our learning and leadership development ecosystem, including leadership development, manager capability, enterprise learning architecture, engagement and listening strategies, culture initiatives, and core organizational effectiveness practices. Partnering closely with HR and business leaders, this role will deliver practical, scalable, and businesscentered solutions that measurably improve leadership effectiveness, capability, and engagement.

The ideal candidate brings a builder mindset, strong point of view on what "great" looks like in learning, leadership, and organizational development, and the ability to translate theory and research into adopted, measurable, and operational solutions. They are equally comfortable contributing to strategy and independently driving execution - personally designing content, frameworks, measurement, and systems when needed. Leveraging data, analytics, and emerging AIenabled tools, this role will improve leader capability, engagement insight, and organizational effectiveness in a fastpaced, growing, and global environment.

Key Responsibilities:

Learning & Leadership Development

  • Partner with HR and senior leaders to shape and execute FormFactor's enterprise learning and leadership development strategy and operating model, aligned to business priorities, growth strategy, and future capability needs.

  • Establish a coherent leadership development architecture (e.g., firsttime manager, experienced leader, senior leader) with clear outcomes, readiness expectations, and measurement.

  • Design and deliver core learning experiences focused on leadership effectiveness, manager capability, performance leadership, decision making, and enterprise behaviors.

  • Build scalable approaches to formal learning, experiential learning, and onthejob development, translating business challenges into development opportunities.

  • Ensure learning solutions are practical, applied, and measurable, not eventbased or theoretical.

Engagement, Listening & Culture

  • Own FormFactor's enterprise engagement and listening strategy, including survey design, pulse listening, focus groups, and other feedback mechanisms.

  • Translate engagement and culture data into clear insights, risks, and prioritized actions for leaders at all levels.

  • Define, operationalize, and reinforce FormFactor's culture and leadership behaviors, ensuring alignment between stated values, leader actions, and employee experience.

  • Monitor engagement, culture, and organizational health trends over time and surface enterpriselevel risks and opportunities.

Organizational Development & Effectiveness

  • Design and deploy organizational development approaches that strengthen team effectiveness, decision clarity, accountability, and execution.

  • Support leaders through periods of growth, change, and transformation with structured OD tools (e.g., role clarity, operating rhythm, capability assessments).

Systems, Tools & AI Enablement

  • Serve as the business owner for learning, engagement, and ODrelated tools, platforms, and vendor solutions.

  • Partner closely with HRIS, IT, and vendors to translate business needs into system requirements and scalable solutions.

  • Leverage data, analytics, and AIenabled tools to improve learning personalization, leader insight, engagement analysis, and operational efficiency.

  • Ensure the responsible, ethical, and transparent use of AI that strengthens-rather than replaces-human judgment and leadership.

Stakeholder Partnership & Influence

  • Provide clear analysis, insights, and recommendations on leadership effectiveness, engagement, culture, and organizational capability to inform leadership decisions.

  • Deliver executiveready narratives, dashboards, and materials that connect learning, engagement, and culture to business performance and outcomes.

  • Partner crossfunctionally with HRBPs, Rewards, Communications, Finance, Legal, IT, and other internal and external partners to ensure alignment and execution.

Measurement, Analytics & Continuous Improvement

  • Define and own measurement frameworks for learning impact, leadership effectiveness, engagement, and culture.

  • Track outcomes (not just participation), using data to evaluate effectiveness and guide iteration and investment.

  • Continuously benchmark external best practices and evolve offerings as FormFactor grows in scale, complexity, and global reach.

Work Location & Travel:

  • This role is hybrid, with an expectation of working in-office on designated days.

  • 5-10% travel is required to support key business initiatives, stakeholder engagement, and team collaboration.

Skills:

Artificial Intelligence (AI), Collaboration, Communication, Data Analysis, Effective Presentations, Employee Surveys, Facilitation, Leadership Training and Development, Learning Methodologies, Organizational Development (OD), Organizational Learning, Program Management, Project Management, Vendor Management

Education & Experience:

Minimum of 5 years of related experience with a Bachelor's degree; or 3 years and a Master's degree; or a PhD without experience; or equivalent work| Required

Equal Employment Opportunity Statement

FormFactor is an equal opportunity employer. FormFactor complies with all national, state, and local laws that seek to promote equal opportunities for any applicant or employee without regard to age, race, color, gender, gender identity/expression, national origin, sexual orientation, religion, disability, marital status, pregnancy or related condition, military service, or any other legally protected characteristics. These protections apply to all aspects of employment, including but not limited to, recruitment, hiring, training, promotions, and compensation.

For roles that are designated as remote-eligible, employees cannot be located in:AL, AK, AR, DE, GA, HI, IL, IA, KY, LA, ME, MD, MS, MO, NE, NV, NJ, NM, ND, OK, PA, RI, SC, SD, TN, WV, WI, WY. This list is continuously evolving and being updated, please check back with us if the state you live in is on the exclusion list. A role is remote-eligible only when it is listed as "Remote" in the job location.

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