Director of Leadership Development and Transformation in Charlotte, North Carolina at PSA Airlines, Inc.

Let your career take off with PSA Airlines

PSA Airlines, a wholly owned subsidiary of American Airlines, offers unparalleled opportunities for growth and professional development. We value teamwork and inclusivity and strive to create a safe, respectful, and happy work environment for our more than 5,500 team members.

At PSA we are defining the standard in regional aviation by focusing on The PSA Standard - our foundation for operation. Through our six Winning Behaviors - safe and caring, customer-centric and quality-focused, dependable and ethical, fact-based, focused and flexible, on-time, and cost-conscious – our team members are showing up every day for our customers and each other.

Join our team to enjoy comprehensive benefits, including travel privileges on the American Airlines global network, so you can explore new destinations and create unforgettable memories with family and friends.

• Design and lead an enterprise leadership development strategy aligned with PSA’s business priorities, operational requirements, and culture expectations.
• Define leadership capabilities and development pathways for frontline leaders, managers, directors, and high-potential talent.
• Connect identified succession talent to focused development experiences that strengthen readiness for broader leadership responsibility.
• Conduct structured intake with operational and corporate leaders to identify capability gaps, performance needs, and transformation priorities.
• Partner with People Business Partners and People Services to strengthen manager effectiveness, coaching, accountability, performance leadership, and sound decision-making.
• Build solutions from business and operational needs rather than relying on generic, one-size-fits-all programming.
• Assess the current leadership portfolio and redesign or retire programs based on relevance, effectiveness, and business value.
• Create role-based, blended, and on-demand development experiences that extend beyond new leader orientation.
• Partner with curriculum design and development teams to translate capability needs into scalable, technology-enabled and LMS-supported learning resources.
• Equip hiring managers and department leaders with practical tools for 30/60/90-day plans, role-specific training, knowledge transfer, decision rights, and readiness checkpoints.
• Establish clear leader accountability for structured onboarding and training plans before new team members begin work.
• Extend onboarding beyond initial orientation through assimilation milestones, development checkpoints, and sustained role-readiness support, particularly during operational transitions and Charlotte-based growth.
• Identify and implement practical AI-enabled use cases that improve learning access, personalization, productivity, communication, coaching, and decision support.
• Promote responsible adoption of modern learning tools while maintaining appropriate human judgment and business ownership.
• Build digital capability that helps leaders and teams navigate business transformation.
• Define success measures for leadership readiness, behavior change, onboarding effectiveness, adoption, internal bench strength, retention signals, and business impact.
• Use participant feedback, leader input, and available business data to evaluate effectiveness and continuously improve the portfolio.
• Provide concise updates to senior leaders on priorities, progress, risks, outcomes, and decisions needed.
• Responsible for the Company's Security and Safety Management System (SMS) and associated Safety Risk Management and Safety Assurance outputs
• Performs other duties as assigned.

• Bachelor’s degree in organizational development, human resources, business, education, or a related field, or equivalent relevant experience.
• 8+ years of progressive experience in leadership development, organizational development, talent management, enterprise learning, or a related discipline.
• Demonstrated experience designing, redesigning, or scaling leadership development programs and capability frameworks.
• Experience partnering with senior leaders and translating business needs into practical development solutions.
• Strong consulting, facilitation, change leadership, communication, and influencing skills.
• Ability to manage multiple enterprise priorities and move from strategy through implementation and measurement.
• Ability to speak/read/write in English.
• If hired, must be able to demonstrate that you are authorized to work in the U.S.

• Experience in a complex, operationally intensive, regulated, or safety-sensitive environment.
• Experience with digital learning, learning management systems, AI-enabled capability building, or workforce transformation.
• Experience linking leadership development to succession planning, onboarding, performance leadership, or organizational change.
• Experience establishing metrics and dashboards to evaluate readiness, behavior change, adoption, and business value.