Sr. Manager, Talent Management & Leadership Development

Job description

Sandisk understands how people and businesses consume data and we relentlessly innovate to deliver solutions that enable today’s needs and tomorrow’s next big ideas. With a rich history of groundbreaking innovations in Flash and advanced memory technologies, our solutions have become the beating heart of the digital world we’re living in and that we have the power to shape. Sandisk meets people and businesses at the intersection of their aspirations and the moment, enabling them to keep moving and pushing possibility forward. We do this through the balance of our powerhouse manufacturing capabilities and our industry-leading portfolio of products that are recognized globally for innovation, performance and quality. Sandisk has two facilities recognized by the World Economic Forum as part of the Global Lighthouse Network for advanced 4IR innovations. These facilities were also recognized as Sustainability Lighthouses for breakthroughs in efficient operations. With our global reach, we ensure the global supply chain has access to the Flash memory it needs to keep our world moving forward. This is an exciting opportunity to build and drive impact at scale at the most important execution layers of leadership—where strategy becomes action, culture becomes behavior, and leaders shape the day-to-day employee experience. Reporting to the Sr. Director, Talent Management & Leadership Development, this role will design, deliver, and manage high-impact leadership development experiences for people managers, senior managers, and Director+ levels across Sandisk. The ideal candidate is a builder, facilitator, and learning experience designer who can turn leadership priorities into practical development experiences and learning content that scale. This person will blend instructional design, strong facilitation, program ownership, vendor partnership, and talent management enablement to help leaders build capability, lead teams effectively, and apply talent practices consistently. Along with the Sr. Director, this role will set the strategy and design for leadership development and talent management across the organization. ESSENTIAL DUTIES AND RESPONSIBILITIES: Design & Deliver Leadership Development Experiences Design leadership development strategies for both people leaders and senior technical leaders (e.g., distinguished engineers, functional experts). Design, develop, and deliver scalable leadership development experiences for people managers, senior managers, and Directors in virtual, in-person, and blended formats. Establish foundational programs for first-time managers and mid-level leaders transitioning into broader enterprise roles Translate leadership priorities into learning journeys, cohort experiences, session designs, facilitator guides, case studies, practice labs, toolkits, and reinforcement resources. Prioritize development experiences that accelerate readiness in a fast-scaling, innovation-driven environment Use learning principles, practice-based learning, reflection, peer discussion, and application assignments to help leaders apply concepts on the job. Adapt content for different audiences, cohort sizes, business contexts, and delivery modalities while maintaining a consistent and high-quality learner experience. Leadership Development Roadmap & Program Ownership Build, maintain, and manage the leadership development roadmap, including cohort sequencing, milestones, dependencies, delivery calendar, logistics, communications, and follow-through. Own day-to-day execution for priority leadership experiences, participant tracking, facilitator preparation, materials, vendor coordination, and post-program actions. Ensure programs are delivered with strong operational discipline, clear roles, high-quality materials, and a consistent experience across cohorts and formats. Talent Management Support & Enablement Support Talent Management activities related to talent assessments, talent reviews, performance management cycles, succession planning, listening surveys, and manager enablement resources. Prepare practical tools, templates, briefing materials, FAQs, discussion guides, and communications that make talent processes easier for COE partners, HRBPs, and leaders to execute consistently. Summarize themes from talent reviews, assessment inputs, performance cycles, survey feedback, and manager listening to inform leadership development priorities and practical enablement needs. Track follow-up actions, resources, and process improvements that connect talent insights to learning, performance, feedback, and development solutions. Vendor, Partner & Stakeholder Collaboration Partner with leadership development vendors, facilitators, coaches, universities, and external partners to co-design and deliver high-quality development experiences. Manage vendor deliverables, content reviews, facilitation alignment, contracting inputs, scheduling, materials, and program evaluation. Partner with HRBPs, People COEs, business stakeholders, Communications, Events, People Analytics, Procurement, performance management partners, listening survey partners, and learning technology partners. Ensure external partners understand Sandisk’s leadership context, culture, audiences, and experience standards so programs feel practical, relevant, and connected to business needs. Measurement, Feedback & Continuous Improvement Track roadmap progress, cohort participation, completion, feedback, engagement, talent enablement adoption, and follow-through actions. Analyze participant feedback, leader input, talent themes, survey insights, and program data to improve content, facilitation, delivery, reinforcement, and enablement resources. Prepare concise updates for the People Experience Leadership Team on program health, roadmap progress, risks, participation, learner experience, and improvement actions. Key Stakeholders Sr. Director, Talent Management & Leadership Development Business People Partners (BPPs)/HRBPs and People COE partners People managers, senior managers, and directors participating in leadership development programs Business leaders who provide input on leadership development and talent management needs External leadership development vendors, facilitators, coaches, universities, and learning partners Internal Communications, Events, People Analytics, Procurement, performance management partners, listening survey partners, and learning technology partners Critical Capabilities and Leadership Traits Strong learning design capability with experience building leadership development experiences, learning journeys, facilitator guides, participant materials, practice labs, and reinforcement tools. Strong facilitation presence with the ability to deliver engaging leadership development sessions virtually and in person. Extensive experience in leadership development, manager capability building, behavior change, and blended learning design. Knowledge of talent management practices, including talent assessments, talent reviews, performance management, listening surveys, and manager/HRBP enablement. Ability to partner effectively with HRBPs, business stakeholders, vendors, facilitators, coaches, and internal COE partners. Program management discipline with the ability to manage learning roadmaps, logistics, timelines, vendors, communications, cohort tracking, and delivery risks. Data fluency with the ability to evaluate program feedback, talent themes, survey insights, and learning data, then turn insights into continuous improvement actions. High accountability, discretion, adaptability, and follow-through in a fast-moving environment. REQUIRED: 8+ years of progressive experience in Leadership Development, Learning & Development, Talent Development, Organization Development, Instructional Design, Talent Management, or related People/HR roles. Bachelor’s degree in Human Resources, Organizational Development, Business, Psychology, Education, Instructional Design, or a related fiel