Goodyear

Program Manager Accelerated Leadership

US OH Akron Corp Hdqtrs · Senior

Sponsorship not specifiedDetected 30 days ago

Project ManagementLogisticsResearchLeadershipMentoring

About the role

This role is a strategic architect and executor of high-impact development for Goodyear's future leaders-customized, high-touch, and research-informed.
SHL, Talogy, Mercer, Big 4s). #LI-DA2 Goodyear is one of the world's largest tire companies.
It employs about 63,000 people and manufactures its products in 49 facilities in 19 countries around the world.

Program Strategy & Design
Use design thinking and analytical insights to develop modular journeys tailored by leadership level and readiness stage.
Proactively bring external and internal perspectives into program design-studying top leadership programs across Fortune 500 manufacturers, research from McKinsey, Deloitte, MIT, Harvard, and benchmarking with industry leaders.
Combine this with insights from Goodyear's internal development successes, 9-box/succession data, engagement surveys, and talent trends to design journeys that are both bold and practical.
Design differentiated programs for levels (e.g., emerging leaders, ready-now successors, executive bench).
Translate assessment data into personalized feedback, development pathways, and organizational insight for HRBPs and Talent Leads.
Partner with analytics teams to define clear measures of success-readiness acceleration, promotion rates, performance lift, and engagement.
Partner with Talent Management, HRBPs, and business leaders to co-own development of high-potential leaders and future successors.
Cultivate strong executive sponsorship and visibility to increase program prestige, support, and application.
Build repeatable playbooks that preserve quality while enabling scale across regions.

Bachelor's degree in business, HR, OD, or a related field.
Comfort working in complex, matrixed environments with multiple stakeholders and competing priorities.

Build annual calendar of cohorts, sequencing, and readiness stages based on enterprise talent planning.

Regularly scan global trends in executive education, AI in learning, and experiential learning models to inform innovation.
Lead end-to-end lifecycle for each cohort-diagnostics, onboarding, journey design, facilitation partners, learning technology, and impact tracking.
Leverage diagnostic tools (360s, Hogan, Korn Ferry, etc.) to inform both individual development plans and cohort learning needs.
Act as internal consultant and coach to HiPo participants, helping them apply learning to enterprise priorities.
Scalable & Modern Learning Innovation
Integrate cutting-edge learning modalities-simulations, peer learning, AI-driven nudges, cross-functional challenges-into development journeys.

Cultivate strong executive sponsorship and visibility to increase program prestige, support, and application.

This listing is sourced directly from Goodyear's careers page and normalized into a canonical job model.