As a Program Manager Accelerated Development you will execute enterprise-wide strategy, design, and execution of differentiated leadership acceleration experiences for Goodyear’s high-potential talent across levels—ranging from early-career to executive succession pipelines. This role directly supports targeted, high-investment development journeys for top talent, often in partnership with Talent Management COE and business Leaders. This role is a strategic architect and executor of high-impact development for Goodyear’s future leaders—customized, high-touch, and research-informed.

What you'll do

Program Strategy & Design

• Define and evolve Goodyear’s global approach to accelerated development for high-potential talent, aligned with succession, leadership transitions, and business-critical roles.

• Use design thinking and analytical insights to develop modular journeys tailored by leadership level and readiness stage.

• Embed Goodyear’s core leadership capabilities, values, and business context into each program while also tailoring to regional or functional nuances.

Research & Insight Integration

• 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.

• Regularly scan global trends in executive education, AI in learning, and experiential learning models to inform innovation.

Program Management

• Lead end-to-end lifecycle for each cohort—diagnostics, onboarding, journey design, facilitation partners, learning technology, and impact tracking.

• Design differentiated programs for levels (e.g., emerging leaders, ready-now successors, executive bench).

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

Assessment & Talent Insights

• Leverage diagnostic tools (360s, Hogan, Korn Ferry, etc.) to inform both individual development plans and cohort learning needs.

• 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.

Stakeholder Engagement & Executive Partnerships

• 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.

• 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.

• Build repeatable playbooks that preserve quality while enabling scale across regions.

What We’re Looking For

• Bachelor’s degree in business, HR, OD, or a related field.

• Minimum 6+ years of experience designing and delivering leadership development programs at scale, with a strong focus on succession, readiness, and accelerated talent.

• Proven ability to align leadership development with talent reviews, and business priorities.

• Demonstrated experience partnering with senior leaders to shape, deliver, and sustain leadership development initiatives.

• Strong capability in end-to-end program management, including planning, timelines, logistics, and multi-cohort delivery across regions.

• Proven experience managing external partners (e.g., content providers, facilitators, executive coaches, vendors).

• Ability to translate business and future capability needs into leadership acceleration programs that drive readiness and impact.

• Uses internal talent data (e.g., HiPo populations, succession insights) to inform program design, targeting, and evolution.

• Designs and delivers high-touch, cohort-based experiences with strong stakeholder alignment and execution discipline.

What Will Set You Apart

• Familiarity with adult learning science, design thinking, and external leadership research (e.g., CCL, Korn Ferry, McKinsey, Harvard).

• Ability to integrate external trends, modern learning technologies, and evolving business needs into refreshed leadership journeys.

• Experience designing programs with global sensitivity, including regional, cultural, and language considerations.

• Comfort working in complex, matrixed environments with multiple stakeholders and competing priorities.

• Experience using external benchmarking and insights to continuously evolve leadership programs and approaches.

• Comfort and experience with diagnostic tools (e.g., Hogan, 360s, LVI, Korn Ferry) and translating findings into action. Certifications preferred.

Additional notes:

• Relocation: No

#LI-RB3

Goodyear is one of the world's largest tire companies. It employs about 68,000 people and manufactures its products in 51 facilities in 19 countries around the world. Its two Innovation Centers in Akron, Ohio, and Colmar-Berg, Luxembourg, strive to develop state-of-the-art products and services that set the technology and performance standard for the industry. For more information about Goodyear and its products, go to Goodyear.com.

If you need reasonable accommodation to complete the online application, or any other part of the employment process, please contact the Goodyear Candidate Care Line at 330.796.4500.

Goodyear is an equal employment opportunity employer. All qualified applicants will receive consideration for employment without regard to any characteristic protected by law.