Leadership Development Manager

At the company, we exist for the moments that matter—giving people a clear, predictable way to pay over time, with no hidden fees, no surprises, and no tradeoffs on what matters most.

About the team

The People team helps Affirmers cultivate a high-performing, inclusive organization. We focus on three core areas: attracting talent aligned to our mission, enabling growth through people and team development, and retaining employees through thoughtful experiences and rewards. We develop the company’s people programs and systems to create a workplace where all employees can thrive and contribute meaningfully. By investing in our people, we create a long-term advantage for the business.

About the role

A great first manager can shape someone's entire experience at work. At the company, we're investing in emerging and new people leaders so they can build high-performing teams and help every Affirmer do the most impactful work of their career.

As our Leadership Development Manager, Emerging and New Leaders, you'll shape how aspiring, first-time, and newly hired people leaders build the skills and confidence to lead at the company. You'll own the development journey from the moment someone considers becoming a leader through their first year in the role, creating practical, engaging experiences that help leaders navigate real challenges and build high-performing teams.

This is an opportunity to build meaningful development experiences at scale. You'll combine creative learning design, audience insights, and the needs of the business to make leadership development accessible, relevant, and effective in our remote-first environment. Working closely with partners across the People team, you'll have the autonomy to test new ideas, improve existing programs, and make a lasting impact on how leadership takes shape at the company.

What you'll do

• Own the new-leader experience. Lead the design, delivery, and continuous improvement of leadership development programs for aspiring, first-time, and newly hired people leaders, including Leading@, Leader 101, and other foundational learning experiences.

• Build learning journeys that meet leaders where they are. Create timely, practical support for key leadership transitions, from preparing for a first management role to navigating performance conversations, coaching employees, and building strong teams.

• Design engaging experiences that scale. Combine interactive workshops, peer learning, self-directed resources, and hands-on practice to help leaders build skills they can apply immediately, wherever they work.

• Create opportunities for leaders to learn together. Build communities and peer learning experiences that help new leaders connect, share challenges, exchange feedback, and grow through one another's experiences.

• Turn leadership expectations into everyday actions. Translate the company's leadership expectations into practical tools and experiences that help leaders build self-awareness, coach employees, give feedback, manage performance, and support their teams. Incorporate leadership assessments and coaching where they can deepen learning and accelerate growth.

• Partner across the People team. Work with People Business Partners, Talent Acquisition, Talent Management, and Learning to connect leadership development with hiring, promotions, onboarding, and ongoing employee growth.

• Experiment, learn, and improve. Gather feedback, test new approaches, and use data to understand what's working. Prioritize improvements that make learning more effective and easier to access.

• Measure what matters. Define and track measures of program effectiveness, including skill development, early leadership effectiveness, and performance indicators. Use data and feedback to improve experiences and demonstrate their impact on leaders and teams.

• Keep programs running smoothly. Manage learning resources, communications, vendors, and budgets to deliver consistent, high-quality experiences for a growing leadership audience.

What we look for

• 8+ years of relevant experience with a Bachelor's degree, 6+ years with a Master's degree, 3+ years with a PhD, or equivalent experience in leadership development, learning and development, talent management, or a related field.

• Experience designing and delivering leadership development programs for new or first-time people leaders, with a track record of creating learning experiences that work at scale.

• Strong learning and experience design skills, including the ability to create engaging, practical programs that blend live learning, digital resources, and hands-on application.

• A product-oriented approach to learning and development, with experience gathering audience insights, prioritizing improvements, and using feedback and data to guide decisions.

• Experience building learning communities, peer networks, or cohort-based programs that encourage connection and continued development.

• Experience integrating leadership assessments and coaching into development programs to build self-awareness, strengthen leadership skills, and support ongoing growth.

• Strong program management and collaboration skills, with the ability to manage competing priorities, build trusted relationships, and influence cross-functional partners to deliver high-quality experiences.

• A creative, resourceful approach to solving complex problems, with a willingness to experiment, learn, and continuously improve.

• Comfort using data and emerging technologies, including AI tools, to improve learning experiences, streamline processes, and measure impact.

Base Pay Grade - K

Equity Grade - 6

Employees new to the company typically come in at the start of the pay range. The company focuses on providing a simple and transparent pay structure which is based on a variety of factors, including location, experience and job-related skills. Base pay is part of a total compensation package that may include equity rewards, monthly stipends for health, wellness and tech spending, and benefits (including 100% subsidized medical coverage, dental and vision for you and your dependents.)

USA base pay range (CA, WA, NY, NJ, CT) per year: $145,000 - $205,000

USA base pay range (all other U.S. states) per year: $128,000 - $188,000

Please note that visa sponsorship is not available for this position.

#LI-Remote

Remote-first with flexibility built in

The company is proud to be a remote-first company. Most roles can be done from almost anywhere within the country of employment. Some positions may occasionally require in-person work at the company office, and a few are office-based due to the nature of the work. All new hires will be invited to attend an in-person onboarding experience.

Benefits designed for you

Our benefits reflect our commitment to care, transparency, and flexibility. Here are a few highlights:

• Health coverage at no cost: We cover 100% of premiums for employees and their dependents.

• Spending stipends: Monthly stipends support your tech setup, and the ability to choose health and wellness options that are right for you.

• Time off to recharge: Flexible time off and generous holiday calendars help you rest when you need to.

• Own a piece of what you build: Our employee stock purchase plan (ESPP) lets you buy the company stock at a discount.

We’re committed to providing an inclusive interview process, including accommodations for candidates with disabilities. If you need support, we’re happy to help.

For positions based in San Francisco or Los Angeles: the company considers qualified applicants with arrest and conviction records, as required by law.

By clicking "Submit Application," you acknowledge that you have read the company's  Global Candidate Privacy Notice and consent to the use of your personal information as described.