Job Description Summary
The Director, Organizational and Leadership Development is a strategic leader responsible for shaping and scaling programs that drive associate engagement, performance, succession planning, and leadership development across a dynamic, global hospitality organization. This role leads a team of OD professionals and partners with senior leadership, People Team leaders, and business stakeholders to deliver impactful, data-informed solutions that support growth across diverse employee populations—including hourly, tipped, corporate, and international teams.
Key Responsibilities
Lead and coach a high-performing Organizational and Leadership Development team, fostering innovation, operational excellence, and strong alignment with enterprise people priorities.Develop and execute the company’s engagement strategy, overseeing enterprise-wide survey deployment, insights generation, and action planning to support culture, retention, and associate experience.Oversee the annual performance management cycle, including communications, system readiness, manager training, and talent calibration processes that promote accountability and performance differentiation.Facilitate enterprise-wide talent reviews and succession planning, ensuring leadership pipelines are visible, risks are addressed, and development plans are in place to support business growth.Design and deliver scalable leadership development programs for leaders at all levels—from front-line managers to senior executives—tailored to the needs of a geographically dispersed, culturally diverse, and operationally complex workforce.Conduct targeted assessments and pulse surveys, using data to identify organizational strengths and risks, and delivering actionable insights to drive continuous improvement.Provide strategic consulting on large-scale People initiatives, including change management, communications, and capability building, with a focus on aligning efforts to key business and operational milestones.Own the job architecture and organizational design process, ensuring clear, consistent role definitions, career paths, and mobility tools that support talent development and workforce planning.Translate organizational and talent data into clear narratives for executive audiences, supporting decision-making and ongoing talent investments.Act as a change agent across the organization, ensuring OD and leadership development strategies evolve alongside business growth and transformation.Qualifications & Skills
7+ years of experience in organizational development and leadership development, with strong expertise in engagement, performance, and succession strategies.3+ years of experience leading a team, with a demonstrated ability to develop and scale high-performing functions.Proven ability to consult and influence senior leaders on organizational strategy, talent priorities, and workforce planning.Strong facilitation and communication skills, with experience engaging cross-functional stakeholders at all levels.Excellent project and program management capabilities, including experience implementing global initiatives with complex stakeholder networks.Proficiency in Microsoft Office Suite (Excel, PowerPoint, Word), with ability to create compelling presentations and reports.Experience interpreting data from engagement, talent, or development platforms to inform strategy and track progress.Must be available to work 4 days onsite at the Dallas Office.ADA
The above statements cover what are generally believed to be principal and essential functions of the job. Specific circumstances may allow or require some incumbents assigned to the job to perform a different combination of duties.
EEO Statement
Topgolf is a global sports and entertainment community and is committed to equal opportunity and is firmly committed to preventing discrimination and harassment, including sexual misconduct, based on legally protected diversity characteristics (such as race, color, religion, national origin, sex, age, disability, sexual orientation, gender identity or expression, family status, citizenship, genetic information and veteran status) in its application and hiring processes and in its employment decisions. As an affirmative action employer, Topgolf also takes steps to prevent retaliation and to create a respectful, equitable and inclusive environment for our Guests, Associates, business partners, vendors, and the communities we serve.
Topgolf is an equal opportunity affirmative action employer and administers all personnel practices without regard to race, color, religion, sex, age, national origin, disability, sexual orientation, gender identity or expression, marital status, veteran status, genetics or any other category protected under applicable law.
Topgolf Entertainment Group does not accept unsolicited agency resumes. Please do not forward unsolicited agency resumes to our website, employees or Human Resources. Topgolf will not pay fees for unsolicited agency resumes and will not be responsible for any agency fees associated with unsolicited resumes. Unsolicited resumes received will be considered property of Topgolf Entertainment Group and will be processed accordingly without fee.
Topgolf participates in E-Verify and will provide the federal government with your Form I-9 information to confirm that you are authorized to work in the U.S.