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Leadership Development Program Jobs in Elkhart, IN

Real Services

Family Development Manager

South Bend, IN · On-site

$24 - $26/hr

... Development program services to ensure high-quality, compliant, and effective outcomes for ... Program Officer, Community Action. The position coordinates training for staff, leads targeted ...

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All JobsLeadership Development Program JobsLeadership Development Program Jobs in Elkhart, IN

Leadership Development Program information

See Elkhart, IN salary details

$30.9K

$115.9K

$193.1K

How much do leadership development program jobs pay per year?

As of Sep 10, 2026, the average yearly pay for leadership development program in Elkhart, IN is $115,894.00, according to ZipRecruiter salary data. Most workers in this role earn between $78,200.00 and $138,000.00 per year, depending on experience, location, and employer.

What is a leadership development program?

A Leadership Development Program is a structured training initiative designed to identify, nurture, and develop future leaders within an organization. These programs typically include workshops, mentorship, job rotations, and experiential learning opportunities to build leadership skills such as strategic thinking, communication, and decision-making. Participants are often high-potential employees chosen for their leadership capabilities and aspirations. The goal is to prepare them for management or executive roles and to ensure a strong pipeline of leaders for the company’s future growth.

What skills and qualifications are needed to thrive in a leadership development program?

To thrive in a Leadership Development Program, you typically need a strong academic background, analytical ability, and foundational leadership experience, often supported by a bachelor's or master's degree. Familiarity with project management tools, data analysis software, and business communication platforms is frequently required. Exceptional interpersonal skills, adaptability, and a proactive approach help participants excel in dynamic environments and cross-functional teams. These skills and qualities are crucial for developing future leaders who can drive organizational growth and successfully manage complex challenges.

What types of projects or rotations can participants expect in a leadership development program, and how do these experiences support long-term career growth?

Participants in a Leadership Development Program (LDP) typically rotate through multiple departments such as operations, marketing, finance, or human resources, gaining hands-on experience with a range of business functions. These rotations are designed to build a broad organizational perspective, develop cross-functional skills, and strengthen leadership abilities. By working on high-impact projects and collaborating with senior leaders and peers, participants can identify their strengths and interests, which often leads to accelerated career progression and consideration for management roles upon completion of the program.

What is the difference between Leadership Development Program vs Management Trainee?

AspectLeadership Development ProgramManagement Trainee
CredentialsTypically requires a bachelor's degree, sometimes a master's; no specific certifications neededSimilar credentials; often requires a bachelor's degree in business or related field
Work EnvironmentRotational assignments across departments, mentorship, training sessionsRotational roles within the company, on-the-job training, mentorship
Industry UsageCommon in corporate sectors like finance, consulting, manufacturingWidely used in banking, FMCG, and retail industries
PurposeDevelop future leaders through structured training and exposurePrepare trainees for management roles via practical experience

Both programs aim to groom future leaders but differ slightly in focus. Leadership Development Programs emphasize leadership skills and strategic thinking, while Management Trainee programs focus on operational and managerial skills through hands-on experience. Understanding these differences helps candidates choose the right path for their career growth.

What are the most commonly searched types of Leadership Development Program jobs in Elkhart, IN?

The most popular types of Leadership Development Program jobs in Elkhart, IN are:

What job categories do people searching Leadership Development Program jobs in Elkhart, IN look for?

The top searched job categories for Leadership Development Program jobs in Elkhart, IN are:

What cities near Elkhart, IN are hiring for Leadership Development Program jobs?

Cities near Elkhart, IN with the most Leadership Development Program job openings:

Leadership Development Program jobs near you
Infographic showing various Leadership Development Program job openings in Elkhart, IN as of September 2026, with employment types broken down into 1% As Needed, 77% Full Time, 19% Part Time, and 3% Contract. Highlights an 94% Physical, 1% Hybrid, and 5% Remote job distribution, with an average salary of $115,894 per year, or $55.7 per hour.

Training and Development Coordinator

Granger, IN • On-site

Korhorn Financial Group Inc
Finance and Insurance • 11 - 50 employees
Learn more about Korhorn Financial Group Incexternal

Full-time

Posted 8 days ago

Key responsibilities

  • Develop, implement, and maintain firmwide training and onboarding programs, including structured onboarding, orientation, and re-orientation processes.

  • Partner with department leaders and SMEs to develop and deliver role-specific training programs and ensure training materials reflect current workflows and standards.

  • Evaluate the effectiveness of training programs, collaborate with leadership to identify skill gaps, and support continuous learning and professional development initiatives.

Job description

Training & Development Coordinator

Department: Corporate Support

Reports To:  Integrator and Director of Human Resources


Position Mission Statement

To support the firm’s continued growth by designing, implementing, and maintaining structured, scalable training and development systems that help all team members understand expectations, build confidence in their roles, and consistently perform at a high level. This role partners with Subject Matter Experts (SMEs), leaders, and Human Resources to ensure onboarding, training, and development efforts are consistent, effective, and aligned with firm standards.


Responsibilities and Tasks 

Firmwide Training & Onboarding

  • Develop, implement, and maintain a firmwide Universal Training program that teaches the processes, procedures, policies, standards, systems, and expectations all team members should understand regardless of department or role (e.g., firm operating practices, technology stack, CRM usage, documentation standards, communication expectations, and professionalism).
  • Develop and implement a structured onboarding and orientation process for new team members, including a defined initial onboarding period and coordinated exposure to firmwide systems and tools. 
  • Develop and implement a Re‑Orientation process for existing team members to reinforce firm standards, introduce changes, and support continued growth.
  • Maintain a firmwide Training & Development calendar to coordinate onboarding, required trainings, role‑based learning, and development initiatives across all departments. 


Departmental and Role‑Specific Training

  • Develop and implement Basic Training programs that teach the processes, procedures, policies, standards, vocabulary, and SOPs unique to each department or team. 
  • Develop and implement Advanced Individualized Training programs for specialized roles and designated backup roles.
  • Partner with Department Leaders to ensure training materials reflect current workflows and expectations.
  • Establish and maintain shared firm vocabulary and documentation standards to improve clarity and cross‑department collaboration. 


Training Structure, Delivery, and Accountability

  • Identify, organize, and support a network of Subject Matter Experts (SMEs) or training specialists who assist with developing and delivering role‑specific training content.
  • Lead, manage, and hold accountable (LMA) training contributors responsible for delivering assigned training components.
  • Work with Hiring Managers to create role‑based 2–3 week training schedules for each new team member.
  • Partner with Hiring Managers and Human Resources to develop and implement 30‑day, 60‑day, and 90‑day training and performance review frameworks, including defined learning milestones and expectations. 
  • Design and maintain 90‑day training roadmaps for roles, outlining required systems, SOPs, skills, and performance expectations. 


Evaluation, Development, and Continuous Improvement

  • Evaluate the effectiveness of training and development programs and make adjustments to improve learning outcomes and consistency.
  • Collaborate with leadership to identify skill gaps and develop targeted training or development plans.
  • Partner with Department Leaders to select and coordinate individual assessments (e.g., Working Genius, skills assessments) for new and existing team members.
  • Foster a culture of continuous learning and professional development across the organization.


Leadership, Team, and Firm Development Initiatives

  • Partner with the Integrator to plan and implement Team Days, firmwide development activities, and other team engagement initiatives.
  • Assist with planning and implementing Leadership Development Retreats (LDRs) and similar leadership development efforts.
  • Create and lead a team of facilitators for company book studies and development programs.
  • Work with HR, Department Leaders and the Internship Supervisor to build and maintain a firmwide Internship Program as a recruiting and development pipeline.
  • Partner with the Director of Human Resources and Department Leaders to support intern‑to‑full‑time transition planning.


Compliance, Systems, and Support

  • Stay current with industry trends and best practices in training and development.
  • Ensure training practices align with the firm’s cybersecurity, compliance, and documentation requirements. 
  • Maintain training tools, materials, and documentation systems.
  • [Backup Role] Assist Human Resources with early‑stage candidate screening as needed to support hiring and onboarding alignment.


Required Skills and Abilities

  • Excellent verbal and written communication skills.
  • Strong organizational skills and attention to detail.
  • Ability to learn complex systems, processes, and procedures and translate them into clear training materials.
  • Understanding of adult learning principles, instructional design, and training methodologies.
  • Strong interpersonal skills with the ability to collaborate across departments and levels.
  • Proactive, self‑directed, and comfortable taking initiative.
  • Excellent time management skills with the ability to manage multiple priorities and deadlines.
  • Proficiency with Microsoft Office Suite or related software.
  • Proficiency with Microsoft Teams, Zoom, or similar video conferencing tools.

 

Education and Experience 

  • Bachelor’s degree in Business, Organizational Development, Education, or a related field preferred, or equivalent work experience.
  • Three to five years of experience leading or supporting training and development initiatives required.
  • Three to five years of experience working with teams, processes, or operational documentation required.


 Physical Requirements

  • Prolonged periods of sitting at a desk and working on a computer.
  • Ability to stand and present to groups for extended periods of time.
  • Ability to drive between office locations for meetings as needed.