Job Description

People Development accelerates the performance of every Metamate, team, and leader – building the capabilities, culture, 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 working as an integrated system, not a set of disconnected programs.

This role sits on the Leadership Development team at the intersection of leadership development design and business partnership. The role's center of gravity is design: creating bespoke development solutions for priority leaders and teams while also building scalable programs, journeys, tools, and playbooks for managers and directors across Meta.

The mix of design and direct business partnership will evolve over time based on company priorities and the highest-value leadership challenges.

This is not a traditional learning designer role or a purely advisory business partner role. It requires a practitioner who can move from diagnosis to design to delivery – translating complex business and organizational needs into distinctive, evidence-based development solutions that change how leaders lead.

Reporting to the Director, Leadership Development, this individual contributor will work as part of a small, lean consultative team focused on Meta's most strategic leader and team development priorities. The role will operate with significant autonomy, influence direction across organizational boundaries, and turn emerging needs into solutions with enterprise-level impact.

Responsibilities

Diagnose leadership and team effectiveness at the system level. Use evidence-based methods – including team assessments, 360 design and debrief, stakeholder interviews, organizational data, and business context – to identify root causes, not just symptoms. Translate diagnosis into clear design requirements and actionable development strategies

• Design bespoke leader and team interventions. Build high-impact experiences for priority leaders and leadership teams, including team-development engagements, leadership alignment sessions, transition support, coaching engagements, and solutions for moments of significant organizational change. Ensure each intervention is grounded in diagnosis and connected to business outcomes
• Create scalable leadership-development solutions. Design programs, learning journeys, tools, playbooks, and resources that build critical capabilities across Meta's manager and director populations. Translate insights from individual engagements into repeatable solutions without losing the relevance, quality, and judgment that make the work effective
• Own the end-to-end design lifecycle. Move from discovery and problem framing through concept development, prototyping, piloting, facilitation, measurement, and iteration. Partner with subject-matter experts, learning designers, program managers, and operations partners to turn strong concepts into solutions that can be delivered effectively at scale
• Shape strategy and direction across the leadership-development system. Identify emerging capability needs, define opportunities that do not yet have a clear playbook, and influence priorities beyond an individual program or client engagement. Lead through expertise and influence across teams, functions, and business groups
• Facilitate and coach with credibility. Deliver high-stakes leadership and team experiences and provide 1:1 executive coaching using ICF-credentialed methodology. Build leaders' capacity rather than simply giving advice, and help leaders understand how development can address their business and organizational needs
• Serve as cross-company intelligence. Use the rotational deployment model to identify patterns, share insights, and transfer effective practices across business groups. Bring an enterprise-wide perspective to each engagement, connecting what an individual leader or team needs with what Meta is learning more broadly
• Build trusted partnerships with business and HR leaders. Collaborate with HR Business Partners and business leaders on intake, diagnosis, scoping, and alignment while maintaining the structural independence that enables candor and trust. Shape the work with partners – not simply take orders or deliver predetermined solutions
• Connect leaders to the full People Development ecosystem. Serve as a front door to executive-development experiences, coaching resources, growth programs, team development, and skills solutions. Ensure leader development is not a one-off intervention, but part of a connected system
• Support organizational and work-environment transformation. Partner with leaders navigating reorgs, strategy shifts, AI transformation, and other large-scale change. Address not only the change process, but the leadership capabilities, team practices, and learning systems required to lead through disruption
• Advance the craft of leadership-development design. Bring current research, emerging practices, and outside perspective on adult development, leadership effectiveness, team dynamics, learning experience design, and organizational health. Experiment with how AI can improve diagnosis, design, personalization, and scale while preserving the human judgment and connection that effective development requires

Qualifications

8+ years of professional experience, with significant depth in leadership development, organizational effectiveness, learning experience design, or a related field

• 5+ years in a Learning & Development, Organizational Development, leadership-development, or leadership-design function
• ICF credential (ACC, PCC, or MCC). This is a credentialed coaching role, not an advisory coaching role
• Demonstrated expertise designing leadership-development solutions from discovery through launch and iteration, including both bespoke interventions and scalable programs or learning journeys
• Experience applying adult-development, learning-design, design-thinking, or product-design methods to complex leadership and organizational challenges
• Demonstrated mastery of leader and team diagnosis, including 360 design and debrief, team assessment, stakeholder discovery, and organizational analysis
• Expertise facilitating high-impact development experiences for senior leaders and leadership teams
• Track record of creating programs, journeys, tools, playbooks, or other solutions that produced measurable learner, leader, team, or business outcomes
• Experience independently leading ambiguous, high-impact work across organizational boundaries and influencing strategy without relying on formal authority
• Experience working in complex, technical, multicultural, and globally distributed organizations at scale
• Track record of building trusted partnerships with business leaders and HR partners while operating independently, navigating ambiguity, and seeking feedback where it improves the work PCC- or MCC-level ICF credential
• Graduate-level work in organizational psychology, organizational development, adult development, learning design, or leadership development
• Experience adhering to and implementing responsible, ethical AI practices (e.g., risk assessment, bias mitigation, quality and accuracy reviews)
• Experience designing leadership journeys or scalable solutions for manager, director, and executive audiences
• Experience using prototyping, pilots, measurement, and feedback loops to improve development solutions over time
• Experience with digital, cohort-based, blended, or AI-enabled approaches to leadership development
• Experience in a consultative or rotational model rather than a single-client embedded model
• Experience operating in fast-moving environments where the work is defined by diagnosis rather than a predetermined playbook
• A point of view on how AI is reshaping leadership, team dynamics, organizational design, and the craft of leadership development
• Demonstrated ability to integrate AI tools to optimize/redesign workflows and drive measurable impact (e.g., efficiency gains, quality improvements)
• Demonstrated ongoing AI skill development (e.g., prompt/context engineering, agent orchestration) and staying current with emerging AI technologies