We’re looking for a visionary and dynamic Senior Director of Leadership Development & Succession Planning to architect and lead our enterprise-wide strategy for cultivating leaders at all levels in the fast-paced, innovation-driven world of semiconductors. This role is ideal for a builder—someone who thrives in designing programs from scratch, inspires teams through purpose and play, and understands the unique demands of a high-tech, engineering-centric culture. You’ll be responsible for designing and implementing innovative leadership development frameworks, succession planning models, and talent acceleration programs that align with our business goals and values. You’ll partner closely with senior executives, HR leaders, and cross-functional teams to ensure our leadership pipeline is strong, diverse, and future-ready. You’ll also mentor and lead a small team focused on leadership and succession planning. As a Japanese-headquartered company with a global footprint, we are looking for a leader who can navigate diverse cultural contexts and build leadership approaches that work effectively across our worldwide teams. Responsibilities:Strategy & Design: Develop and execute a comprehensive global leadership development strategy tailored to organizational needs and semiconductor industry’s technical and operational demands. Build scalable programs from the ground up, including high-potential development, rotational leadership tracks, technical leadership academies, and immersive learning experiences. Design succession planning frameworks that identify, nurture, and accelerate future leaders across all functions. Culture & Engagement:Cultivate a fun, inclusive, and motivating environment that energizes high-performing teams, learning is celebrated, and leadership is accessible. Partner with internal communications to amplify stories of growth, innovation, and leadership impact. Champion a culture of feedback, recognition, and continuous growth. Infuse creativity into leadership events, learning experiences, and recognition programs. Execution & Impact:Lead the design and delivery of leadership assessments, 360 reviews, and development planning tools. Collaborate with HRBPs and business leaders to identify critical roles, talent gaps and build robust pipelines. Track program effectiveness through KPIs, engagement metrics, and business outcomes. Team Leadership:Build and lead a high-performing team of leadership development professionals. Inspire and mentor team members to innovate, experiment, and deliver exceptional results, with focus on continuous improvement. 
