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We're committed to creating an environment where every person can thrive. Our employee experience is grounded in four tenets that guide how we support our people: purposeful careers, growth opportunities, community impact, and support to thrive.

In our relentless pursuit of excellence, we elevate diverse voices, fresh perspectives and bold thinking. And since we know transforming the future of energy is hard work, we provide competitive compensation, incentives, excellent benefits and the opportunity to build a rewarding career.

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Leads the design and execution of Exelon's enterprise leadership development strategy, building ready-now and future-ready leaders, strengthening the leadership pipeline, and accelerating readiness for the critical transitions ahead in Exelon's transformation. This role is both strategic and hands-on: approximately 25% of the work sets enterprise direction and priorities, while the majority focuses on building and delivering leadership programming, facilitating experiences for senior leaders and executives, and integrating development into the broader talent ecosystem. The Senior Manager collaborates closely with the Strategic Workforce Planning team to deliver an integrated talent management approach, ensuring leadership development is aligned to succession planning and the Business Talent Review (BTR) cycle. The Senior Manager partners with senior executives, HR Business Partners, business leaders, operating company leaders, technology partners, and external providers to influence priorities, build capability at scale, and prepare leaders for greater scope and impact. Success requires significant experience leading leadership development for large enterprises, strong facilitation and executive presence, collaborative influence, and the ability to build strategy for the entire organization while delivering programming that can be implemented and measured. This is a rare opportunity to shape how a Fortune 200 energy company develops its leaders, designing and facilitating experiences that build real capability and seeing the impact firsthand as leaders grow and step into bigger roles.

**This is a multiple‑location posting. The selected candidate may be based out of our Exelon Corporate Office locations in IL, DC, MD, or PA**

• Enterprise Leadership Strategy, Prioritization & Ecosystem (25%)
  • Develops and maintains Exelon's enterprise leadership development strategy, vision, philosophy, priorities, and governance approach across all levels (emerging, mid-level, senior, executive).
  • Translates business strategy, Exelon's transformation priorities, AI adoption, and leadership transitions into a focused development agenda, distinguishing high-value needs from lower-priority activity so investments are targeted and aligned to business outcomes.
  • Collaborates with the Strategic Workforce Planning team on an integrated talent management approach, ensuring development is connected to succession, mobility, and the BTR cycle.
  • Rationalizes fragmented programs across the enterprise into a connected leadership development architecture, and oversees vendors, coaching partners, and the technologies and platforms that enable delivery, including AI coaching and modern learning tools. 
• Leadership Capability Building, Pipeline & Readiness (20%)
  • Designs and develops the on-the-job and experiential dimension of leadership development, where most leadership growth happens, including stretch roles, rotations, coaching, and mentoring embedded in the flow of work.
  • Partners with senior leaders, HR Business Partners, and Talent Review teams to identify high-potential leaders, translate BTR outcomes into action, and strengthen the pipeline and successor readiness for critical roles.
  • Designs and supports individual development for executives, directors, and high-potential leaders, including group programming and individual development plan next steps following Business Talent Reviews. Builds practical interventions that accelerate readiness, support mobility, and help leaders apply new capabilities on the job.
• Leadership Program Execution, Facilitation & Delivery at Scale (30%)
  • Leads the execution of enterprise leadership programming, including high-potential elevation programs, transition accelerators, cohort-based learning, and experiential development.
  • Personally facilitates high-stakes learning experiences and working sessions for executives, directors and beyond, bringing strong facilitation skills and executive presence.
  • Ensures programming is experiential, digital-first, role-relevant, and designed to drive behavior change and application in day-to-day leadership.
  • Applies adult learning, instructional design, behavioral science, and change management practices to create development that is engaging, scalable, and measurable. 
• Measurement, Analytics & Business Impact (10%)
  • Defines measures of impact, including readiness movement, promotion, retention, mobility, behavior change, and business outcomes, and connects results directly to the BTR and talent cycle.
  • Uses talent data, workforce insights, business metrics, and stakeholder feedback to continuously improve programming and communicate results to senior stakeholders. 
• Team Leadership & Stakeholder Partnership (15%)
  • Leads and develops a team of approximately five leadership development professionals, setting clear priorities, accountability, and a culture of continuous improvement and customer focus.
  • Builds strong partnerships across the Talent Center of Excellence, HR Business Partners, business leaders, operating companies, technology partners, and external providers.
  • Presents progress, recommendations, and results to the Talent Center of Excellence leadership team and other HR and business stakeholders as needed.
  • Duties and responsibilities may evolve over time based on business needs and team priorities. 

Reports to the Director, Leadership Development, Community & Talent Management. Leads a team of approximately five leadership development managers, analysts and associates. Partners closely with the Senior Manager, Enterprise Learning and Development, supporting one another across the Strategic Workforce Planning and Leadership Development teams as needed. Carries a dotted-line relationship to the Directors of Strategic Workforce Planning, Talent Acquisition, and Change Management, supporting those teams as needed so the team can flex to enterprise priorities as needs shift. Interacts regularly with senior executives, Talent Center of Excellence leaders, HR Business Partners, operating company stakeholders, technology partners, and external vendors. Accountable for enterprise leadership development strategy, pipeline and readiness, program execution, ecosystem governance, vendor strategy, and measurement of leadership impact. Operates across a complex, matrixed enterprise environment and influences leadership priorities across functions and operating companies. Review and approval of budget and cost management responsibilities.

• Bachelor's degree in a related field (e.g., Business, Human Resources, Organizational Development, Industrial/Organizational Psychology, Education) required, or equivalent relevant work experience in lieu of a degree.
• 10 or more years of experience in leadership development, talent development, organizational development, or related field, including significant experience leading leadership development for large, complex enterprises.
• 3-5 years of supervisory or people leadership experience, with the ability to lead a team of approximately five.
• Demonstrated experience working with and facilitating for senior executives and director-level leaders Proven ability to influence and build leadership development strategy for an entire organization.
• Full suite of instructional design, facilitation, measurement and impact, influence, stakeholder management, and consulting skills.
• Experience integrating leadership development with succession, performance, mobility, and talent review processes.
• Strong knowledge of instructional design and adult learning theory.
• Strong analytical skills, including using talent data and business metrics to evaluate effectiveness and improve programs.
• Ability to balance enterprise perspective with hands-on execution and practical delivery.

• Master's degree in a related field preferred but not required (e.g., Industrial/Organizational Psychology, Leadership, Organizational Development, Human Resources Development, Education, or Learning Sciences).
• Experience designing executive and high-potential development, transition accelerators, and experiential leadership journeys.
• Experience supporting AI-enabled learning, digital-first development, and future-of-work leadership capability.
• Experience applying Kirkpatrick's Four Levels of Evaluation or similar models to assess outcomes, behavior change, and business impact.
• Certification in facilitation, executive coaching, leadership assessments, instructional design, talent development, or change management.
• Experience in utilities, energy, infrastructure, regulated industries, or safety-critical environments, including union environments and frontline workforce development. Excellent interpersonal, communication, facilitation, consulting, and influencing skills.