Own and improve leadership development programs for aspiring, first-time, and newly hired people leaders. Design scalable learning journeys, workshops, peer communities, coaching, assessments, and practical leadership resources. Partner with People teams to connect development with hiring, onboarding, promotions, and growth. Use data, feedback, and emerging technologies to measure impact and continuously improve programs while managing vendors, communications, resources, and budgets.

Compensation Analyst II will manage annual and mid-year compensation cycles, conduct market and workforce analyses, support incentive compensation programs, maintain job architecture in Workday, and advise stakeholders on compensation structures. The role requires cross-functional project management, data storytelling, relationship management, and detailed execution across Technology and Business functions.