Director, Leadership & People Development

About the role:

As Director, Talent Development, come build with us. This is a mountain, not a single peak. Leadership development is one piece of it. Company knowledge, our proprietary QFD product, and the regulated fraud and disputes domain it serves are the rest, all while our platform, our data, and our use of AI keep shifting under our feet. Join a passionate, highly capable team and help us grow our people, as leaders, as individuals, and as a team of experts who make it right. Help us build out the Quavo Mastery Program, our approach to developing our people across all of it. You'll validate the approach and accelerate the build. You'll also decide where custom-built programming is the right call and where buying existing content is the faster, more deliberate path. That judgment is yours to make.

Quavo has grown revenue 12x in five years, and our processes, systems, and org structure continue to evolve. Being deliberate matters here: you're designing development built to flex and evolve alongside the business.

You'll also take an innovative approach to building AI fluency in our leaders and teams, while designing against the cognitive offloading that heavy, unmanaged AI use can create.

There's no existing playbook here, and that's the job. You'll map where the gaps actually are, set a course for closing them, and adjust as the business, the platform, and our AI adoption keep moving. If that sounds like a mountain, it is. We need someone who sees it as a reason to climb, not a reason to freeze.

You report to the CPO. Today that includes partnering with our Employee Enablement Architect, who operates as a fractional consultant on a project basis, to align her work with the broader Quavo Mastery Program. As the function grows, you'll help shape what the team looks like next, whether that's full-time, part-time, fractional, or consulting support.

In Your First 6–12 Months

• Map the full landscape of learning and development gaps across leadership, our product, and our domain, and set a course for closing them

• Define what success looks like for leadership development and put measurement in place to prove it

• Launch the Quavo Mastery Program's first cohort

Responsibilities include:

• Set the course for closing our learning and development gaps across leadership, product knowledge, and domain expertise, and keep adjusting that course as the business, platform, and AI adoption evolve

• Own and accelerate the Quavo Mastery Program, calling the shots on where to build custom content versus buy, while respecting the expertise specialists bring to their own workstreams

• Speed up time to productivity for new hires and time to readiness for leaders through better-designed development programs

• Build programming as modular, flexible content that keeps pace as our processes, systems, and org structure evolve

• Build AI fluency in leaders and teams while designing against the cognitive offloading that comes with heavy, unmanaged use

• Partner with our Employee Enablement Architect, who operates as a fractional consultant, to align her project work with the broader Quavo Mastery Program, so both efforts reinforce each other

• Partner with GTM teams to keep how we represent our product and ourselves consistent, internally and externally

• Own outcomes end to end, from decision to result, staying authentic, clear, and direct with leaders and teams along the way

Required Qualifications:

• Proven ability to lead through influence, building real relationships and buy-in with subject matter experts and partners across the business who don't report to you. Content built without that buy-in doesn't get used.

• Energized, not worn down, by ambiguity and constant change. You see a fast-growing, re-platforming, AI-adopting company as something to build in, not a reason to shut down.

• 7+ years in talent or leadership development, including experience in a fast-growth or PE-backed environment, with sound judgment on when to build custom content versus buy and deploy an existing program

• Experience partnering with a fractional consultant or senior project-based expert as a peer, aligning priorities together rather than directing their work

• Comfortable building programs while the org underneath them is still moving, designing for iteration as the business evolves

• Strong point of view on adult learning design and cohort-based leadership development

• An outstanding facilitator and trainer yourself, innovative in how you design, act, and improve with pace and intent

• Experience integrating AI into learning design in a way that builds real capability, with a clear approach to preventing the critical-thinking erosion that comes with over-reliance on it

• Bachelor's degree in Human Resources, Organizational Development, Learning & Development, or a related field, or equivalent experience, master's degree a plus

Preferred Qualifications:

• Direct experience transitioning a previously outsourced leadership development function to an in-house team
• Experience in a fintech, payments, or B2B SaaS environment