Director of Leadership Development and Transformation

Overview

Let your career take off with PSA Airlines

About PSA

PSA Airlines, a wholly owned subsidiary of American Airlines, offers unparalleled opportunities for growth and professional development. We value teamwork and inclusivity and strive to create a safe, respectful, and happy work environment for our more than 5,500 team members.

At PSA we are defining the standard in regional aviation by focusing on The PSA Standard - our foundation for operation. Through our six Winning Behaviors - safe and caring, customer-centric and quality-focused, dependable and ethical, fact-based, focused and flexible, on-time, and cost-conscious – our team members are showing up every day for our customers and each other. Join our team to enjoy comprehensive benefits, including travel privileges on the American Airlines global network, so you can explore new destinations and create unforgettable memories with family and friends.

Responsibilities

Position Summary

Leads enterprise strategy for building effective frontline leaders, managers, directors, and emerging talent. Serves as a business-facing partner to operational and corporate leaders, translating business priorities and leadership capability gaps into practical, scalable development solutions. Modernizes leadership programs, strengthens leader-led onboarding and role readiness, supports business transformation, and uses digital and AI-enabled approaches to improve access, relevance, speed, and measurable impact.

Job Responsibilities

• Design and lead an enterprise leadership development strategy aligned with PSA’s business priorities, operational requirements, and culture expectations.
• Define leadership capabilities and development pathways for frontline leaders, managers, directors, and high-potential talent.
• Connect identified succession talent to focused development experiences that strengthen readiness for broader leadership responsibility.
• Conduct structured intake with operational and corporate leaders to identify capability gaps, performance needs, and transformation priorities.
• Partner with People Business Partners and People Services to strengthen manager effectiveness, coaching, accountability, performance leadership, and sound decision-making.
• Build solutions from business and operational needs rather than relying on generic, one-size-fits-all programming.
• Assess the current leadership portfolio and redesign or retire programs based on relevance, effectiveness, and business value.
• Create role-based, blended, and on-demand development experiences that extend beyond new leader orientation.
• Partner with curriculum design and development teams to translate capability needs into scalable, technology-enabled and LMS-supported learning resources.
• Equip hiring managers and department leaders with practical tools for 30/60/90-day plans, role-specific training, knowledge transfer, decision rights, and readiness checkpoints.
• Establish clear leader accountability for structured onboarding and training plans before new team members begin work.
• Extend onboarding beyond initial orientation through assimilation milestones, development checkpoints, and sustained role-readiness support, particularly during operational transitions and Charlotte-based growth.
• Identify and implement practical AI-enabled use cases that improve learning access, personalization, productivity, communication, coaching, and decision support.
• Promote responsible adoption of modern learning tools while maintaining appropriate human judgment and business ownership.
• Build digital capability that helps leaders and teams navigate business transformation.
• Define success measures for leadership readiness, behavior change, onboarding effectiveness, adoption, internal bench strength, retention signals, and business impact.
• Use participant feedback, leader input, and available business data to evaluate effectiveness and continuously improve the portfolio.
• Provide concise updates to senior leaders on priorities, progress, risks, outcomes, and decisions needed.
• Responsible for the Company's Security and Safety Management System (SMS) and associated Safety Risk Management and Safety Assurance outputs
• Performs other duties as assigned.

Position Specifics

Qualifications

Required

• Bachelor’s degree in organizational development, human resources, business, education, or a related field, or equivalent relevant experience.
• 8+ years of progressive experience in leadership development, organizational development, talent management, enterprise learning, or a related discipline.
• Demonstrated experience designing, redesigning, or scaling leadership development programs and capability frameworks.
• Experience partnering with senior leaders and translating business needs into practical development solutions.
• Strong consulting, facilitation, change leadership, communication, and influencing skills.
• Ability to manage multiple enterprise priorities and move from strategy through implementation and measurement.
• Ability to speak/read/write in English.
• If hired, must be able to demonstrate that you are authorized to work in the U.S.

Preferred

• Experience in a complex, operationally intensive, regulated, or safety-sensitive environment.
• Experience with digital learning, learning management systems, AI-enabled capability building, or workforce transformation.
• Experience linking leadership development to succession planning, onboarding, performance leadership, or organizational change.
• Experience establishing metrics and dashboards to evaluate readiness, behavior change, adoption, and business value.

Additional Information

Supervisory Responsibility: This is a supervisory position.

Delegation: In absence, responsibilities delegated to Vice President of People.

Authorities: None

Work Environment: This job operates in a professional office environment.  This role routinely uses standard office equipment such as computers, telephones, photocopiers, facsimile machines and filing cabinets. Physical Demands: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. While performing the duties of this job, the employee is regularly required to talk or hear. This is largely a sedentary role; however, the employee is frequently required to stand; walk; climb up and down stairs; lift weight up to 25 lbs; use hands to handle or feel; and reach with hands and arms. AAP/EEO Statement: PSA Airlines is an equal opportunity employer; qualified applicants are considered for and treated during employment without regard to race, color, creed, religion, sex (including pregnancy, gender identity and sexual orientation), national origin, citizenship status, age, disability, genetic information, protected veteran status or any other characteristic protected by law. Security Clearance: All employees are required to pass the fingerprint-based criminal history records check (CHRC) per 49CFR1542.209 as well as a pre-employment drug screen. Other Duties: Please note this job description is not designated to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities and activities may change at any time with or without notice. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.