Position Overview:
This role is responsible for supporting enterprise executive development and key talent initiatives that strengthen leadership capability, advance succession readiness, and elevate the experience of high-potential talent. The position partners closely with Talent Management, Business Human Resources, and cross-functional stakeholders to deliver and continuously improve executive development programs for Director- and Vice President-level leaders. It also supports enterprise executive coaching and assessment programs, managing relationships with external coaching and assessment vendors to ensure high-quality service delivery, measurable impact, and alignment with organizational goals.

In addition, this role oversees talent pool management, stakeholder engagement, and program effectiveness through data analysis, feedback, and benchmarking. The position works collaboratively across the enterprise to ensure consistency, transparency, and accountability in leadership development efforts while also managing financial, administrative, and contract-related activities in partnership with Procurement and Finance.

Key Responsibilities

Key Talent Program Support:

• Partner with the Director and Associate Director to design and deliver executive development programs for Director- and Vice President-level leaders, strengthening leadership capability and accelerating succession readiness.
• Continuously assess and enhance the effectiveness of key talent programs through data analysis, participant feedback, and external benchmarking against best practices.
• Champion a high-quality participant experience by evaluating program outcomes, incorporating feedback, and recommending improvements to content, format, and delivery methods.
• Oversee the management of Director- and Vice President-level Talent Pools, ensuring data accuracy, integrity, and timely updates in the system of record.

Executive Coaching:

• Serve as the enterprise lead for the Executive Coaching platform, overseeing coaching engagements across the organization and partnering with Talent Management and Business Human Resource leaders to track activity, measure impact, and report key metrics.
• Manage and sustain strategic relationships with AbbVie’s network of coaching firms, including coordinating monthly partnership meetings to align on priorities, performance, and service delivery

Enterprise Assessments:

• Manage enterprise assessment programs, including Hogan and AbbVie’s WWW 360 survey, to support leadership development, succession planning, and talent decisions through accurate administration, timely delivery, and actionable insights.
• Oversee and strengthen relationships with external assessment vendors, ensuring high-quality service delivery, consistent communication, and alignment on program objectives, timelines, and continuous improvement opportunities.

Stakeholder Management:

• Partner with business leaders, HR colleagues, and cross-functional teams to assess capability needs and align leadership development efforts with succession strategies and business priorities.
• Build visibility and engagement for top talent by facilitating clear, transparent communication among executives, stakeholders, and program participants.
• Advance enterprise-wide collaboration to ensure alignment on success measures, consistent program execution, and shared accountability across executive development initiatives.

Vendor Management:

• Manage relationships with external partners to deliver high-impact executive development solutions.
• Monitor service delivery and ensure all vendor-provided programs meet quality and compliance standards.
• Regularly review vendor performance and innovate sourcing strategies to maximize ROI and program effectiveness.

Financial and Contract Management:

• Collaborate with Procurement and Finance partners to manage Master Services Agreements, Statements of Work, Work Orders, invoice processing, and tracking.
• Submit and track monthly US chargebacks and annual OUS chargebacks.