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Leadership Development Program Jobs in Seattle, WA

Att

B2B Sales Development Program

Seattle, WA · On-site

$225K/yr

As a part of AT&T's B2B Sales Development Program , you'll join a world-class team shaping the ... Leverage your best sales techniques, uncover leads and spark innovation in areas like fiber ...

LeaderFlow

Program Director

Seattle, WA · On-site +1

$85K - $100K/yr

As LeaderFlow scales nationally, the Program Director serves as the operational backbone of program delivery -- ensuring that our leadership development programs run with consistency, quality, and ...

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All JobsLeadership Development Program JobsLeadership Development Program Jobs in Seattle, WA

Leadership Development Program information

See Seattle, WA salary details

$36.4K

$136.6K

$227.6K

How much do leadership development program jobs pay per year?

As of Jul 16, 2026, the average yearly pay for leadership development program in Seattle, WA is $136,630.00, according to ZipRecruiter salary data. Most workers in this role earn between $92,200.00 and $162,700.00 per year, depending on experience, location, and employer.

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

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 does a leadership development program do?

A leadership development program is designed to enhance the skills, knowledge, and competencies of current or aspiring leaders within an organization. It typically includes training, mentorship, and experiential learning to prepare participants for higher-level responsibilities and effective team management.

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 are 5 careers that require leadership skills?

Leadership development programs prepare individuals for careers such as managers, project leaders, sales directors, human resources managers, and executive roles. These careers typically require strong communication, decision-making, and team management skills, often supported by relevant certifications or experience. Developing leadership skills can open opportunities across various industries including business, healthcare, technology, and non-profit organizations.

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 can you do with a leadership development degree?

A leadership development program prepares individuals for roles in management, human resources, training, and organizational development. Graduates often pursue positions such as team leaders, project managers, or executive assistants, utilizing skills in communication, strategic planning, and problem-solving. Certifications like CPLP or SHRM can enhance career prospects in leadership-focused roles.

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.

How much does target leadership development program pay?

The Target Leadership Development Program typically offers a starting salary ranging from $50,000 to $70,000 annually, depending on location and experience. Participants may also receive benefits such as health insurance, paid time off, and professional development opportunities. Compensation can vary based on the program level and specific role within the company.
What are the most commonly searched types of Leadership Development Program jobs in Seattle, WA? The most popular types of Leadership Development Program jobs in Seattle, WA are:
What are popular job titles related to Leadership Development Program jobs in Seattle, WA? For Leadership Development Program jobs in Seattle, WA, the most frequently searched job titles are:
What job categories do people searching Leadership Development Program jobs in Seattle, WA look for? The top searched job categories for Leadership Development Program jobs in Seattle, WA are:
Leadership Development Program jobs near you
Infographic showing various Leadership Development Program job openings in Seattle, WA as of July 2026, with employment types broken down into 1% As Needed, 79% Full Time, 16% Part Time, 1% Temporary, and 3% Contract. Highlights an 92% Physical, 2% Hybrid, and 6% Remote job distribution, with an average salary of $136,630 per year, or $65.7 per hour.
Sr. AR Learning & Development Program Lead

Sr. AR Learning & Development Program Lead

The Pokémon Company International

Redmond, WA • On-site

Full-time

Medical, Life, Retirement, PTO

Re-posted 11 days ago

Job description

Get to know The Pokémon Company International
The Pokémon Company International manages the Pokémon property outside of Asia and is responsible for brand management, licensing and marketing, the Pokémon Trading Card Game, the animated TV series, home entertainment, and the official Pokémon website. Pokémon was launched in Japan in 1996 and today is one of the most popular children's entertainment properties in the world.
Learn more online at corporate.pokemon.com and pokemon.com.
Get to know the role
  • Job Title: Sr. Automated Retail (AR) Learning & Development Program Lead
  • Job Summary: In this role, you will build and manage the training programs that keep Pokémon Automated Retail kiosks running smoothly at scale. You will design and deliver role-based learning experiences for our Remote Support and Field Services teams, using human-centered design practices to ensure technicians can diagnose issues accurately, resolve cases faster, and reduce repeat service visits.
    You will lead the rollout of a decentralized onboarding model by equipping partner organizations with certified trainers. This allows us to grow efficiently without relying on travel to a central training location. Success in this role means helping technicians become job-ready faster, strengthening the quality and consistency of service ticketing, improving diagnostic discipline, and developing a scalable network of local certified trainers who uphold a high and measurable standard of onboarding across our rapidly expanding footprint.
  • FLSA Classification (US Only): Exempt
  • People Manager: No

What you'll do
End-to-end Training Program Ownership
  • Own the NetOps training framework and delivery cadence across onboarding, refreshers, clinics, and job shadowing.
  • Adhere to a structured learning journey (Onboarding → Intermediate → Advanced) aligned to the Q-series support models and the 70/20/10 learning philosophy.
  • Ensure training is optimized for distributed technicians (short, role-specific modules; scenario practice; performance checklists; field-ready job aids).

Facilitate Trainings
  • Facilitate live training sessions (virtual and in-person) with a strong bias toward hands-on practice, troubleshooting simulations, and case-based assessment.
  • Tailor sessions based on learner input and performance signals (survey insights, observed gaps, ticket quality trends), adapting instruction to the audience.
  • Run "train-the-trainer" sessions that validate both technical competence and facilitation skill.

Certification and Decentralized Onboarding Scale-Up
  • Implement certification requirements for trainers and trainees (scenario evidence, shadowing/ride-alongs, evaluations, and ongoing check-ins).
  • Coordinate pilots, then scale rollout; maintain training quality controls across partner-led deliveries.
  • Teach and enforce the operational standard (remote support + break/fix) including support workflow, non-negotiables like safety and ethics, ticketing excellence, and top diagnostic and resolution approaches.

Content Ownership
  • Author, package, and maintain the Trainer Toolkit (onboarding deck, facilitator guide, performance checklist, KPI tracking).
  • Own updates to knowledge articles, field guides, quick-reference one-pagers, test plans, and troubleshooting runbooks as new patterns emerge.
  • Translate "what's changing" into what technicians must do differently in the next remote support and dispatch cycle (procedures, evidence expectations, parts discipline).

Training Operations, Metrics, and Continuous Improvement
  • Use ticket/dispatch/parts patterns to prioritize training updates and refreshers (top repeat issues, poor documentation patterns, parts waste, trunk stock non-compliance).
  • Partner with Ops/NetOps leaders to define and report KPIs tied to the NetOps strategy (quality, speed, sustainability).
  • Build feedback loops with Remote Support, Field Services, and vendors to keep training aligned to reality, not theory.

What you'll bring
  • Eight (8) to eleven (11) years of relevant professional experience of a demonstrated equivalent level of expertise.
  • Five (5)+ years designing and delivering technical training for frontline roles (field service, service desk, or technical operations), including onboarding and skill progression.
  • Demonstrated ability to teach diagnostic thinking (root cause approach) and drive measurable performance improvement (e.g., improved first-time fix, reduced repeat dispatches, improved ticket quality).
  • Strong facilitation skills across virtual and in-person environments; able to lead mixed-experience cohorts and drive hands-on practice.
  • Proficiency with enterprise productivity and documentation tools (Microsoft 365: PowerPoint, Word, Excel) and content repositories (SharePoint, Confluence, or equivalent).
  • Working knowledge of IT service management workflows and ticket quality standards, including experience using an ITSM/ticketing platform (e.g., Salesforce Service Cloud, ServiceNow, Jira Service Management, Zendesk, or equivalent).
  • Experience authoring and maintaining operational knowledge content (knowledge articles, runbooks, job aids) content production and delivery platforms (e.g. Clipchamp, Articulate360, Articulate Rise, SmarterU, ALM, Docebo, Fuse, or equivalent).
  • Ability to use data to convert insights into targeted interventions and prioritize training improvements (Salesforce Reporting, Excel, and Tableau preferred; ability to interpret case and work order trends and convert insights into targeted interventions).
  • Ability and willingness to travel domestically and internationally as needed for labs, pilots, and launch support; flexibility for occasional after-hours coordination during critical events.
  • Requires occasional after-hours coordination during critical incidents or major releases (training updates, field comms, rapid refreshers).

Preferred Qualifications
  • Experience supporting automated retail, kiosks, vending, IoT/edge devices, or other distributed hardware fleets.
  • Experience with fleet/network management and monitoring/telemetry platforms (e.g., cellular router dashboards such as Cradlepoint NetCloud Manager or equivalent; Splunk, Datadog, Grafana/ELK, or similar).
  • Experience with field service management and dispatch workflows (e.g., Salesforce Field Service, Dynamics 365 Field Service, ServiceMax, or equivalent).
  • Familiarity with parts/inventory operations and evidence-based replacement discipline (trunk stock compliance, RMA flows, parts usage controls).
  • Experience administering or operating within an LMS/LXP (publishing content, managing enrollments, reporting completions/certifications); SCORM/xAPI familiarity a plus.
  • Experience with eLearning authoring and lightweight media production (e.g., Articulate Rise/Storyline, Captivate, Camtasia, or equivalent) to create modular training for distributed technicians.
  • Experience building partner enablement programs (vendor training, train-the-trainer certification, quality audits, and governance scorecards).
  • Comfort with performance analytics and dashboards (Power BI/Tableau or equivalent) to report training effectiveness and operational outcomes.

Base Salary Range: For this role, new hires generally start between $116,000.00 - $154,000.00 per year. The full range is $116,000.00 - $209,000.00 per year. This range is applicable for the labor market where the role is intended to be hired. The final base salary is directly related to the candidate's qualifications and professional experience uniquely.
#LI-Hybrid #LI-JL1
How you'll be successful
  • Passion for Pokémon: Develops an understanding of the Pokémon brand, the impact it has on our people, culture, business, fans, and communities, and applying that knowledge and passion to everything you do.
  • Challenging the Expected: Approaches challenges with curiosity and creativity, embracing the possibility of failure as an opportunity to learn something new, develop innovative ideas, solve complex problems and identify unique opportunities.
  • Integrity and Respect: Demonstrates integrity and respect by leading with empathy, listening to others, seeking out different perspectives, and taking personal responsibility for decisions, actions, and results.
  • Dedicated to Quality: Takes ownership to maintain and promote high standards, looks for new ways to learn and improve, and embraces a growth mindset to seek and apply feedback from others in an effort to continuously improve.
  • Building Relationships: Develops and strengthens relationships, adopting a "team first" mentality and working collaboratively to solve problems and meet shared goals.
  • Delighting Customers: Listens and understands the interests and needs of our customers and stakeholders, making them feel heard and important, and embracing these learnings to continue delivering a unique Pokémon experience.

What to expect
  • An innovative culture driven by impact, delivering meaningful outcomes.
  • Company events that celebrate the spirit of Pokémon.
  • Competitive cash-based compensation programs.
  • 100% employer-paid healthcare premiums for you.
  • Generous paid family leave.
  • Employer-paid life insurance.
  • Employer-paid long and short-term income protection insurance.
  • US Employees: 401k Employer Matching.
  • UK/IRE/MX Employees: Pension Employer Contributions.
  • Fitness reimbursement.
  • Commuter benefit.
  • LinkedIn learning.
  • Comprehensive relocation package for certain roles.
  • Hybrid work environment.

The above statements are intended to describe the general nature and level of work being performed by people assigned to this role. They are not to be construed as an exhaustive list of all responsibilities, duties, and skills required. Employees may be required to perform duties outside of their normal responsibilities from time to time, as needed. For roles in the United Kingdom, candidates will need the right to work. In some cases, and for some roles, the Company may be able to arrange a visa. For roles in Ireland, this role requires candidates to have the right to live and work in the Republic of Ireland. However, we welcome applications from all nationalities and may consider supporting an employment permit application, in appropriate and suitable cases.
The Pokémon Company International is committed to the inclusion of all qualified applicants for consideration in our job application process. If you require reasonable accommodation to complete a job application, pre-employment testing, or a job interview, or to otherwise participate in the hiring process, please contact the Talent Acquisition team at accommodationrequest_ta@pokemon.com.

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