Leadership Development Business Partner

Role overview

Meta’s People Development function aims to improve the performance of individuals, teams, and leaders by strengthening capability, culture, and the collaboration between people and AI. The work combines coaching, team development, leadership experiences, performance systems, and large-scale skill building into one connected approach that helps employees adapt, grow, and stay engaged.

This position is part of the Leadership Development team, with a primary emphasis on team development and coaching. The focus is on supporting selected leaders and teams as they build the skills and operating systems needed to solve their most important leadership challenges and create broader organizational impact. The team operates in a lean, consultative model and works closely with Business and HR leaders to expand leader development, team effectiveness, and organizational health across the company. The role reports to the Director, Leadership Development and is an individual contributor position supporting Meta’s highest-priority leader and team development work.

What you'll do

• Assess leadership and team effectiveness at a systemic level by using evidence-based tools such as team assessments, 360 feedback design and debriefs, stakeholder interviews, and organizational data to identify root causes and shape action plans.
• Create and run tailored development interventions for leaders and teams, including team sessions, leadership alignment workshops, transition support, and coaching partnerships that are tied to business outcomes rather than pre-built training modules.
• Provide one-on-one executive coaching grounded in the ICF framework, helping leaders build their own capability while also increasing understanding of how leadership and team development affects business performance and organizational needs.
• Act as a source of insight across the company by spotting patterns through a rotational deployment approach, sharing learnings, and transferring effective practices between business groups with an enterprise-wide perspective.
• Partner closely with HR Business Partners to scope, align, and deliver leader and team engagements while preserving the independence needed for candid conversations and trust.
• Connect leaders to the broader People Development ecosystem, including executive development offerings, coaching resources, growth programs, and skill-building support so development is continuous and integrated.
• Support major organizational and workplace change such as reorganizations, strategy shifts, and AI-driven transformation by applying change management expertise and strengthening the leadership capability required to lead through disruption.
• Stay current on leadership, team dynamics, and organizational health practices, bringing in fresh research and outside perspective, especially as AI changes leadership expectations at scale.

Minimum qualifications

• At least 12 years of professional experience, with substantial depth in leadership development, organizational effectiveness, or a similar discipline.
• At least 5 years of experience in Learning & Development, Organizational Development, or leadership development.
• An active ICF coaching credential such as ACC, PCC, or MCC, since this is a credential-based coaching role rather than an advisory one.
• Strong capability in diagnosing leader and team effectiveness, including 360 design and debrief, team assessment, and organizational analysis.
• Advanced experience designing and facilitating high-impact development experiences for executive leaders and leadership teams, with bespoke interventions based on diagnostic evidence.
• Experience operating in complex, technical, multicultural, and globally distributed organizations.
• Proven success building trusted relationships with business leaders and HR partners, along with the ability to work independently and seek feedback and input appropriately.

Preferred qualifications

• ICF credential at the PCC or MCC level.
• Graduate-level study in organizational psychology, organizational development, or leadership development.
• Background in a consultative or rotational delivery model rather than a single embedded client assignment.
• Comfort working in ambiguous, fast-changing environments where solutions are shaped by diagnosis rather than a fixed playbook.
• Awareness of how AI is influencing leadership, team dynamics, and organizational design, along with a point of view on what that means for development.

About Meta

Meta creates technologies that help people connect, build communities, and grow businesses. Since Facebook’s launch in 2004, the company has continued to reshape digital connection through products such as Messenger, Instagram, and WhatsApp, and is now advancing toward immersive experiences in augmented and virtual reality.

Equal opportunity and accommodations

Meta is an equal employment opportunity and affirmative action employer. The company does not discriminate on the basis of race, religion, color, national origin, sex, pregnancy, childbirth, related medical conditions, sexual orientation, gender identity or expression, transgender status, sexual stereotypes, age, protected veteran status, or disability, and it also considers qualified applicants with criminal histories as permitted by applicable law.

Meta may use artificial intelligence and machine learning technologies in the recruiting process for employment applications. The company also provides reasonable accommodations for candidates with disabilities during hiring. Assistance requests related to accommodations can be directed to accommodations-ext@meta.com.

Compensation and benefits

The stated base compensation range is $230,000 to $292,000 per year, plus bonus, equity, and benefits. Final pay is determined by skills, qualifications, experience, and location. The posted compensation reflects base salary only and does not include potential bonus, equity, or sales incentives. Benefits are also offered as part of the package.