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Operations Leadership Development Program Jobs in South Carolina

Chick-fil-A

Director of Operations

Spartanburg, SC

$60K/yr

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

  • PTO

Hands-on Leadership Development - Mentorship from the Executive Director of Operations & Executive Leadership Team * Comprehensive Training - Develop expertise in all aspects of restaurant operations ...

Chick-fil-A

Director of Operations

Spartanburg, SC · On-site

$60K/yr

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

  • PTO

Hands-on Leadership Development - Mentorship from the Executive Director of Operations & Executive Leadership Team * Comprehensive Training - Develop expertise in all aspects of restaurant operations ...

Chick-fil-A

Director of Operations

Boiling Springs, SC

$60K/yr

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

  • PTO

Hands-on Leadership Development - Mentorship from the Executive Director of Operations & Executive Leadership Team * Comprehensive Training - Develop expertise in all aspects of restaurant operations ...

Chick-fil-A

Director of Operations

Boiling Springs, SC · On-site

$60K/yr

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

  • PTO

Hands-on Leadership Development - Mentorship from the Executive Director of Operations & Executive Leadership Team * Comprehensive Training - Develop expertise in all aspects of restaurant operations ...

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Showing results 41-60

All JobsOperations Leadership Development Program JobsOperations Leadership Development Program Jobs in South Carolina

Operations Leadership Development Program information

See South Carolina salary details

$37.1K

$101.6K

$147.1K

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

As of Aug 20, 2026, the average yearly pay for operations leadership development program in South Carolina is $101,590.00, according to ZipRecruiter salary data. Most workers in this role earn between $79,300.00 and $123,000.00 per year, depending on experience, location, and employer.

What is an operations leadership development program?

An Operations Leadership Development Program (OLDP) is a structured, rotational program designed to train and develop future leaders in operations management within a company. Participants typically rotate through various business units, gaining hands-on experience in areas such as supply chain, manufacturing, logistics, and process improvement. The goal is to build a strong foundation of leadership and technical skills, preparing participants for management roles. These programs often include mentorship, formal training, and exposure to senior leaders. They are commonly offered by large corporations seeking to cultivate internal talent for key operational positions.

What types of rotations and experiences can I expect during an operations leadership development program?

Participants in an Operations Leadership Development Program typically rotate through several key business areas such as supply chain management, manufacturing, logistics, and process improvement. These rotations are designed to provide hands-on exposure to different functions, allowing you to develop a broad understanding of operations while building leadership skills. You'll often work on cross-functional teams, lead projects, and interact with senior leaders, which helps you build a strong professional network. This structured approach not only accelerates your learning but also prepares you for advanced leadership roles within the organization.

What are the key skills and qualifications needed to thrive in an operations leadership development program, and why are they important?

To thrive in an Operations Leadership Development Program, you typically need a bachelor's degree in business, engineering, or a related field, along with strong analytical, problem-solving, and leadership skills. Familiarity with process improvement methodologies (such as Lean or Six Sigma), ERP systems, and project management tools is highly valued. Exceptional communication, adaptability, and teamwork abilities help candidates excel in rotational assignments and cross-functional projects. These skills and qualifications are crucial for developing future leaders who can drive operational excellence and organizational growth.

What is the difference between Operations Leadership Development Program vs Operations Supervisor?

AspectOperations Leadership Development ProgramOperations Supervisor
CredentialsTypically requires a bachelor's degree, leadership potential, and sometimes internships or certificationsUsually requires a high school diploma or bachelor's degree, with relevant work experience
Work EnvironmentRotational assignments across departments, training sessions, and mentorship programsOversees daily operations, manages staff, and ensures productivity in a specific department
Employer & Industry UsageCommon in large manufacturing, logistics, and retail companies for developing future leadersFound across industries, focusing on managing teams and operational tasks

The Operations Leadership Development Program is designed to prepare individuals for future leadership roles through rotations and training, while an Operations Supervisor manages daily operations and team performance. The program emphasizes development and broad exposure, whereas the supervisor role focuses on immediate operational management.

What are popular job titles related to Operations Leadership Development Program jobs in South Carolina?

For Operations Leadership Development Program jobs in South Carolina, the most frequently searched job titles are:

What job categories do people searching Operations Leadership Development Program jobs in South Carolina look for?

The top searched job categories for Operations Leadership Development Program jobs in South Carolina are:

Operations Leadership Development Program jobs near you
Infographic showing various Operations Leadership Development Program job openings in South Carolina as of August 2026, with employment types broken down into 100% Full Time. Highlights an 100% In-person job distribution, with an average salary of $101,590 per year, or $48.8 per hour.

Senior Consultant, Learning & Leadership Development - Greenville, SC (Hybrid)

Hubbell Incorporated

Greenville, SC • On-site

Full-time

Re-posted 4 days ago

Hubbell rating

7.6

Company rating: 7.6 out of 10

Based on 42 frontline employees who took The Breakroom Quiz

84th of 159 rated electronics manufacturers

Job description

Job Overview
We're Hiring: Senior Consultant, Learning & Leadership Development
Greenville, SC (Hybrid)
Ready to shape the future of talent, leadership, and learning at Hubbell? We're looking for a dynamic Senior Consultant to elevate our Learning & Leadership Development Center of Excellence.
The Senior Consultant, Center of Excellence is responsible for establishing, optimizing, and maintaining a specialized unit with an organization the focuses on a particular area of expertise. This role involves advancing our hub of expertise and best practices in learning and leadership development. The Senior Consultant, Center of Excellence is also responsible for providing leadership, guidance, and support to ensure the CoE accomplishes its mission and contributes to Hubbell's overall success. This specific COE role is responsible for working with the Director of Learning and Development and the VP of Talent, Inclusion, and Communications to design and execute standard processes, resources, and tools in three key areas: Talent and Succession Management, Learning and Development, and Leadership Development Programs. This is an internal, regular, full-time role.
A Day In The Life
Every day at Hubbell is different and you'll contribute in many ways. On any given day, you'll make a difference by:
  • Collaborating with organizational leaders to define the scope of the objectives and focus area of the Center of Excellence. This includes planning, organizing, and managing three development programs (Improving Business Acumen, Leadership Development Program, and Leadership Forum) from end-to-end. You will have to successfully influence others at senior levels to achieve success.
  • Create, implement, and evolve learning session materials on various topics including Hubbell Leadership Competency Model sessions. Design and execute launch of new self-directed development program (People Leader Pathways). Facilitate learning sessions on key leadership topics and effectiveness tools. Design and manage delivery of senior-level leadership development programs.
  • Serving as the subject matter expert in the learning and leadership development -- actively sharing bast practices, knowledge, and insights with relevant teams. Drive Hubbell's assessment and coaching strategies for employee selection and development.
  • Facilitating training and mentorship programs to enhance the skills and competencies of employees.
  • Analyzing existing processes, practices, and workflows with the CoE's domain to create, implement, and evolve standard materials and communication for Talent and Succession Management process including facilitated training materials, eLearnings, reference guides, and intranet articles.
  • Identifying opportunities for improvement, implementing changes, and measuring the impact on organizational performance. Fostering innovation by proposing and leading projects that advance the CoE's objectives.
  • Effectively communicating the CoE's mission, achievements, and impact to stakeholders while consulting with internal customers on emerging learning and talent needs. Provide coaching and consulting to people managers and employees on a variety of issues.
  • Cultivating a culture of continuous learning excellence, and innovation within Hubbell.
  • Encouraging feedback and adapt CoE strategies to meet evolving needs.
  • Craft communication and tailor messaging for a wide range of audiences - CEO Council, HR Leadership, HR Business Partners, People Leaders, Individual Contributors.
  • As needed, support key activities in various areas of the Talent, Inclusion, and Communications team.

What will help you thrive in this role?
  • Bachelor's Degree in Business, Computer Science, or information Systems (required); Master's Degree in Human Resource Development related field strongly preferred. Coaching certification from an ICF-accredited provider (preferred).
  • Extensive experience (12 + years) of expertise in the specific area of focus for this Learning and Leadership Development CoE (required). Must have experience as an internal coach and in running assessment centers.
  • Strong strategic thinking and project management skills.
  • Exceptional communication and presentation abilities. Influence best practices that can be adapted to meet specific organizational goals and inform broader strategy.
  • Proven leadership and team collaboration experience. Must maintain awareness of current business trends, operating conditions, and internal process and practices with significant impact on areas of responsibility above.
  • Excellent computer skills and experience with Microsoft Office (Outlook, Word, Excel and PowerPoint); Adobe Creative Suite and Articulate experience is preferred.
  • Results-oriented with a track record of delivering results in a fast-paced environment with the ability to adapt and drive change within an organization.
  • Strong research and analysis skills to stay up to date on latest trends in the talent management, organization development, and inclusion, diversity, and equity space; analytical skills for assessing processes and identifying opportunities for improvement.
  • Must be able to travel with US to host / provide onsite management of leadership programs. Travel up to 15%.

If you're passionate about developing people, building best-in-class programs, and driving meaningful culture impact, this is your chance to make a real difference. #LI-HB1 #LI-Hybrid
Hubbell Incorporated
Hubbell creates critical infrastructure solutions that power our customers, communities, people and the planet. Our company is strategically aligned around enabling grid modernization and electrification. As more products plug in to an aging grid, Hubbell solutions enable the transition to a more reliable, resilient and efficient energy infrastructure. Founded in 1888 our innovation has made us a leading global manufacturer of high quality electrical and utility solutions enabling customers to operate critical infrastructure reliably and efficiently.
The company operates in two segments. Hubbell Utility Solutions (HUS) enable the grid to conduct, communicate and control energy across utility applications and Hubbell Electrical Solutions (HES) are essential to managing power across a wide range of industries and applications. Our vertical market solutions can be applied to markets including Data Centers, Renewables, Commercial Buildings, Industrial, Telecom and Transportation. Supporting both of our business segments is our corporate and Hubbell Unified Business Solutions teams that provide consistent process, tools technologies across our businesses.
We are committed to operating sustainably and ethically while promoting an inclusive and supportive culture for our people to grow and develop in their careers. Our employees proudly work and serve our communities from our headquarters in Shelton, CT, across the United States and around the globe.
Hubbell Unified Business Solutions
Hubbell Unified Business Services (HUBS) provides corporate shared services to support all businesses across the enterprise. Functional areas include Engineering, Sales, Operations, Marketing, Finance, Legal, IT, Human Resources, Payroll, Environmental Health & Safety, and Compliance. HUBS employees are located around the world.
Hubbell Incorporated, its subsidiaries and affiliates, is an EO Employer AA: M/F/Veteran/Disability. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, protected veteran status, sexual orientation, gender identity or any other protected class.
The above summary of position responsibilities and requirements is not intended, and should not be construed, to be an exhaustive list of duties, skills, efforts, physical requirements, or working conditions associated with the position. It is intended to be an accurate reflection of those principal position elements essential for making decisions related to position performance, employee development, and compensation.

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About Hubbell

Sourced by ZipRecruiter

Hubbell Incorporated was founded in 1888 and has grown into an international manufacturer of quality electrical, lighting and power solutions with more than 75 brands used and recognized around the world. Our founder, Harvey Hubbell, developed tooling and equipment to serve the growing demand for new assembly and manufacturing machinery during the industrial revolution. An early, and one of many patents awarded, came for the creation of the first practical method to control electricity through the pull chain socket that remains unchanged today. As a market leader in reliable, electrical solutions, we provide more than half a million products delivered through our various business groups. Hubbell is committed to continually innovating solutions that work, transforming old products with new ideas, and ensuring that we Energize, Enlighten and Empower the communities that support us.

Industry

Electrical equipment, appliance, and component manufacturing

Company size

10,000+ Employees

Headquarters location

Shelton, CT, US

Year founded

1888

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