8x8, Inc. (NASDAQ: EGHT) believes that CX limits were meant to be shattered. We connect people and organizations through seamless communication on the industry's most integrated platform for Customer Experience—combining Contact Center, Unified Communications, and CPaaS APIs. The 8x8® Platform for CX integrates AI at every level to enable personalized customer journeys, drive operational excellence and insights, and facilitate team collaboration.

We help customer experience and IT leaders become the heartbeat of their organizations, empowering them to unlock the potential of every interaction. With one platform, one ecosystem, and one data model, you can turn every team into a customer-facing team and unify your CX to conquer the complexity.

As an organization, we are looking for Team8s who are AI-proficient, open to innovation, and skilled in leveraging AI for efficiency and growth.

Learn more on our company website at www.8x8.com follow our pages on LinkedIn, Twitter, Facebook and Instagram.

Role Summary:

The Leadership Development Program Manager will consult with the Talent team, Human Resource Business Partners, and business leaders to identify opportunities to advance corporate strategic goals/objectives throughout the talent lifecycle through leadership development and talent management activities. This role is accountable for planning, designing, implementing, and evaluating Leadership Development and Talent management programs, processes, and tools using key metrics, including performance management, talent assessment, succession planning, leadership development initiatives, learning, and other lifecycle programs as needed. An ideal candidate will understand and be passionate about the Talent Management function, specifically focusing on leader development in the areas of Talent, including the tools, technology, data, and processes. In addition, the ideal candidate will have a proven consultative approach, strong listening skills, change management experience, and organizational skills.

Responsibilities and KPIs:

Program Strategy & Design

• Develop and implement leadership development strategies that support the company’s mission, values, and growth objectives.

• Design scalable, differentiated development programs for leaders at all levels, ensuring alignment with business strategy and future skills needs.

• Translate capability frameworks into actionable, measurable development initiatives.

• KPI: Delivery of leadership development roadmap within set timelines.

Stakeholder Engagement

• Partner with senior leadership, HRBPs, and business units to assess leadership development needs and success profiles.

• Serves as a trusted advisor, thought leader, and consultant to business leadership on all areas of Talent and Leadership Development. Build strong relationships across functions to drive program buy-in, alignment, and sponsorship.

• KPI: Stakeholder satisfaction score of X% (TBD by program) + in post-program surveys.

Program Management & Execution

• Oversee implementation and facilitation of leadership programs (e.g., workshops, coaching, assessments, executive education), and talent and succession programs related to leadership capability.

• Manage program logistics, communications, budget, vendors, and participant experience.

• KPI: Program completion rate of 80%+, and on-time delivery of initiatives.

Assessment & Evaluation

• Use qualitative and quantitative measures (360 assessments, pulse surveys, feedback forms, business KPIs) to evaluate program effectiveness.

• Track leadership performance, growth, retention, promotion rates, and ROI of development efforts.

• KPI: >5% of program alumni move into expanded leadership roles within 18 months.

• KPI: 8 - 10% improvement in leadership competency scores within 12 months.

Needs Assessment & Capability Analysis

• Conduct comprehensive needs assessments through surveys, interviews, data analysis, and stakeholder input to identify current and future leadership capability gaps.

• Align development priorities with organizational strategy, business challenges, and future workforce planning.

• Develop leadership success profiles and skills matrices for varying levels of leadership (e.g., emerging, mid-level, senior).

• KPI: Stakeholder alignment score of 70% on development priorities and focus areas

• KPI: company wide needs assessment completed within 90-180 days

Qualifications & Experience necessary:

Qualifications:

• Bachelor's degree in Human Resources, Organizational/Leadership Development, Business Administration, or other related field.

• Minimum of 8-10 years of experience in Human Resources, Talent Management, Leadership/Talent Development and/or Organizational Development.

• Proven ability to conduct organizational needs assessments and translate findings into scalable, high-impact learning solutions.

• Familiarity with leadership models, behavioral assessments, and learning technologies.

• Strong analytical, project management, facilitation, and stakeholder engagement skills.

• Demonstrated use of AI tools in leadership Development initiatives (Coaching, feedback, content/program creation, etc.)
  

Preferred Experience:

• Coaching certification (e.g., ICF) or familiarity with assessment tools like Hogan, Korn Ferry, Blanchard, or Gallup.

• Experience in a global, matrixed, or high-growth environment.

• Proficiency with digital learning platforms, LMS, or talent analytics tools.

Additional Qualifications:

• Experience in change management of new programs and initiatives. Change Management certification and demonstrated applied experience preferred.

• Excellent listening, ability to write and speak effectively including the ability to influence through written and verbal communication skills.

• Capability of working in a demanding, deadline-driven environment focused on delivering results.

• Committed lifelong learner

• Capacity to effectively manage and prioritize projects and tasks while adapting to changing priorities with flexibility and creativity.

• High level of attention to detail and accuracy, while focusing on the big picture.

• Comfort dealing with ambiguity, and proactively working to clarify to ensure continued progress.

• Ability to work independently and as an effective and productive part of a team.

• Preferred experience using Workday or other HRIS/HCM system for Talent Management/Learning initiatives.

The compensation range reflects the Company’s good faith belief at the time of posting. 8x8 has different base pay ranges for different work locations within the United States, which allows us to pay employees competitively and consistently in different geographic markets. The range above reflects the potential base pay across the U.S. for this role; the applicable base pay range will depend on what ultimately is determined to be the candidate’s primary work location. Further, individual base pay depends on various factors, in addition to primary work location, such as complexity and responsibility of role, job duties/requirements, and relevant experience, knowledge, success, education and skills. Base pay ranges are reviewed and typically updated each year. Offers are made within the base pay range applicable at the time. Certain roles are eligible for additional rewards, including discretionary merit increases, bonus and/or stock. Certain roles have the opportunity to earn sales variable compensation incentives based on the terms of the plan and the employee’s role.

Salary Ranges:

8x8 is proud to provide equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability or genetics.

For 8x8 jobs located in the US: 8x8 participates in the E-Verify program.

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