Job Description

This role reports to the VP of Executive Development and represents an additional senior seat in a growing executive development practice with a strong track record of delivering transformational impact for leaders in Meta’s most consequential roles. You will design, lead, scale and continuously improve our core executive development portfolio: from just-in-time reflection tools to flagship leadership programs. You’ll shape how Meta’s most senior leaders grow and lead by anticipating their current and emerging needs, translating those needs into distinctive, sophisticated development experiences, and helping define how leadership must evolve as AI transforms work, organizations, and the modern workplace.

This Director role sits within People Development, which accelerates the performance of every Metamate, team, and leader — building the capabilities, work environment, and human-AI partnerships that power Meta's future. We help people thrive through continuous change, grow more valuable over time, and choose to stay. We do this through coaching, team development, leadership experiences, performance systems, and skills at scale — all designed to work as one integrated system.

Responsibilities

Design executive development experiences at the highest bar: Build development experiences for the most senior leaders at Meta — cohort programs, executive forums, new leader integration, transition support, leadership team experiences. Own the design intent and quality bar, working closely with design and program management partners who build and run alongside you.

• Facilitate with executive audiences: Hold the room with VP-level leaders — in program delivery, leadership team sessions, and high-stakes moments with deep listening, exceptional reading of the room, and powerful and courageous insights.
• Lead team development with our most senior teams and leaders: Design and facilitate team development for VP-level leadership teams — the engagements that require the highest bar and the most senior credibility in the room. Partner with the Leadership Development team on delivery, and integrate insights and themes emerging from those engagements back into the overall portfolio.
• Deliver best-in-class 1:1 executive coaching in select strategic situations.
• Own end-to-end the strategy, architecture, and success of programs in the executive development portfolio: Ensure each program continues to deliver maximum impact. Decide what executive development experiences should exist and why — grounded in VP population data, company direction, and long-range planning. Determine how offerings connect, when we offer what and to whom, and where the portfolio needs to grow, change, or stop.
• Stay embedded in the business: Build and sustain relationships across business groups and with HR leadership so you have a live read on what VPs need and what's changing. Bring that signal back into portfolio decisions. This role is effective in proportion to how close it stays to the leaders it serves.
• Bring the outside in: Find current research, external practice, and emerging thinking on executive effectiveness, and translate it into what actually works at Meta. Build this as a repeatable practice, not a one-off.
• Partner across People Development and HR: Work with HR Business Partners, business leaders, and colleagues across coaching, team development, and skills to ensure executive development is part of a connected system rather than a set of standalone offerings.
• Maintain portfolio health: Understand what and how to measure results, determine what gets prioritized, built or deprecated, and spot opportunities and needs for the population long before the business is asking for it.

Qualifications

15+ years of professional experience, with significant depth in executive or leadership development

• 8+ years designing and leading development experiences for senior executive populations (VP-level or equivalent)
• Demonstrated track record owning a development portfolio end to end — setting strategy, designing the offering, and being accountable for whether it landed
• Direct experience coaching senior executives 1:1, with a professional coaching methodology behind it
• Expertise designing and facilitating high-touch, bespoke experiences for senior leaders based on specific needs and that are known for being both highly innovative and impactful
• Experience working within complex, technical, multicultural, and globally distributed organizations at scale
• Track record of building trusted relationships with senior business and HR leaders, with the ability to operate independently and with discretion Graduate-level work in organizational psychology, organizational development, or leadership development
• Experience building an executive development portfolio from the ground up
• Background building and leading relevant practice areas (team development, executive coaching)
• ICF credential (ACC, PCC, or MCC)
• Team coaching background
• Leadership development measurement experience (passive/active metrics that distill impact on business outcomes)
• Comfort operating in ambiguity, complexity and fast-moving environments where the work is defined by a combination of the immediate needs, the surrounding environment, and the future we are moving to
• Familiarity with how AI is reshaping leadership and organizational design — and a point of view on what that means for executive development