Talent Development Director, SFO (0932) (158053)

APPOINTMET TYPE: This is a Temporary Exempt (TEX) (Category 18) position.  This position is excluded by the Charter from the competitive civil service examination process and incumbents are “at will” and shall serve at the discretion of the Appointing Officer.  The curation of the appointment is not to exceed 12 months.

Specific information regarding this recruitment process is listed below:

• Application Opening: August 15, 2025
• Application Deadline: This job announcement may close at any time after 5:00 p.m. PT on August 21, 2025; interested applicants are encouraged to apply as soon as possible.
• Salary Range: $167,336 to $213,512
• Recruitment ID: TEX-0932-158053; RTF0158740-01158221

Working at SFO:

San Francisco International Airport (SFO), an enterprise department of the City and County of San Francisco, has a workforce of approximately 1,900 City employees and is committed to being a diverse, equitable, and inclusive employer.

SFO is more than an airport—we are a dynamic organization where employees collaborate with a wide range of stakeholders to support global travel, economic development, and public service. We are recognized as a leader in environmental sustainability, equity, and forward-thinking infrastructure, and continue to be at the forefront of transforming the travel experience.

Our mission is to deliver an airport experience where people and our planet come first.

Our Vision, Mission, and Core Values shape our culture and operations as we continue to build a supportive, purpose-driven workplace where all employees can thrive.

Learn more about careers at SFO at flysfo.com, and follow us on Facebook, Instagram, YouTube, LinkedIn, Bluesky and Threads.

The Talent Development Director is a strategic leader responsible for driving a comprehensive talent development strategy that empowers employees, strengthens leadership pipelines, and enhances organizational performance. This leader will shape SFO’s learning culture by delivering innovative programs that support employees at all career stages — from onboarding to leadership growth. Reporting to the Director of People, Performance, and Development (PPD), the Talent Development Director will oversee Learning & Development professionals, Talent Development Partners, and Talent Mobility functions, ensuring alignment between employee development, internal mobility, and organizational objectives. This role requires a visionary leader who can influence at all levels of the organization, drive strategic initiatives, and create impactful solutions that enhance employee experience and business outcomes.

Essential functions and duties include:

Develops strategic leadership and vision by developing and implementing talent development strategies that aligns with SFO’s mission, values, and strategic priorities and driving es a culture of continuous learning, fostering innovation, growth, and high performance across all levels of the organization.

• Partners with leadership to identify and address critical capability gaps, ensuring talent development initiatives proactively support the organization’s evolving needs.e.
• Establishes a clear, forward-looking vision for leadership development, career growth, and employee engagement that supports a thriving and diverse workforce.
• Acts as a trusted advisor to senior leaders, providing strategic counsel on talent development, leadership readiness, and workforce planning.

Learning Strategy & Innovation

• Spearheads the design, development, and implementation of enterprise-wide learning initiatives that drive skill development, leadership growth, and career advancement.
• Leads efforts to integrate learning programs with SFO’s strategic priorities, ensuring alignment with culture, values, and business objectives.
• Oversees the creation of scalable learning solutions that blend digital, experiential, and instructor-led approaches to meet the diverse needs of employees.
• Leverages data insights, employee feedback, and industry trends to shape innovative learning strategies and content delivery methods.
• Establishes a robust evaluation framework that measures the effectiveness of learning initiatives, ensuring programs deliver measurable results.

Leadership Development & Talent Pipeline Growth

• Designs and implements a comprehensive leadership development framework that equips leaders at all levels with the skills and capabilities to succeed.
• Partner with senior leaders to create succession planning strategies that identify, prepare, and advance emerging leaders to fill critical roles within the organization.
• Oversees internal mobility programs that connect employees with growth opportunities, ensuring strong career pathways and talent retention.
• Develops targeted learning programs that accelerate leadership readiness, enhance managerial effectiveness, and build future leaders.
• Builds strategic partnerships with leaders to assess organizational needs, identify talent gaps, and provide tailored development solutions.

Career Pathway & Internal Mobility

• Develops and oversees comprehensive Career Pathway Programs that provide clear, structured opportunities for career growth.
• Partners with leaders to identify key roles, skill requirements, and career advancement opportunities to build internal pipelines.
• Designs customized development plans that equip employees with the skills, knowledge, and experiences needed to progress within SFO.
• Implements targeted learning experiences that support career transitions, lateral moves, and upward mobility to maximize employee engagement and retention.
• Develops tools and resources that empower employees to navigate career opportunities and take ownership of their career progression.

Organizational Development & Change Leadership

• Leads enterprise-wide initiatives to strengthen team dynamics and change management capabilities.
• Collaborates with leaders to design targeted offerings that improve team effectiveness and organizational health.
• Guides leaders through complex change initiatives by equipping them with tools, resources, and strategies to drive successful transitions.

Partnership & Influence

• Builds and maintains strong relationships with leaders and cross-functional teams to ensure learning initiatives align with evolving business needs.
• Influences key stakeholders to prioritize talent development strategies that enhance employee engagement, retention, and business outcomes.
• Serves as a visible leader and ambassador for talent development, championing innovative ideas and best practices across the organization.

Operational Excellence & Measurement

• Oversees the design and implementation of learning technologies, such as a Learning Management System (LMS), to support content delivery, reporting, and insights.
• Establishes clear performance metrics to assess the effectiveness and ROI of learning and development initiatives.
• Manages the Talent Development budget, ensuring resources are allocated effectively to maximize impact.
• Continuously assesses talent development strategies, using data insights to refine programs and ensure alignment with organizational goals.

People Responsibilities

• Plans, manages, monitors, evaluates, and supervises staff; lead and develop employees by setting clear performance objectives and goals, regular and honest feedback, and individualized development plans.
• Monitors, coordinates, and reviews project tasks and resources, providing technical assistance and guidance.

• Makes recommendations affecting PPD vision, initiatives, programs, services, and budget expenditures.
• Coordinates work activities to prevent delays in required actions or to improve programs or services; assists in the identification, development, and implementation of SFO’s goals, objectives, policies, and priorities; assists in the determination of resource allocation and levels of service according to established policies.
• Advises and consults with managers; meets with appropriate staff to identify and resolve problems or conflicts; recommend final decisions regarding policy, operations, and administrative procedures.
• Participates in budget development by providing detailed justification and persuasive arguments for proposals or initiatives; monitor expenditures in accordance with the approved budget; and provides executive management with an early warning and practical options to potential cost overruns.

Minimum Qualifications:

Every application is reviewed to ensure that you meet the minimum qualifications as listed in the job ad. Please review our articles on Employment Application and Minimum Qualifications and Verification of Experience and/or Education for considerations taken when reviewing applications. 

1. Education: A bachelor’s degree from an accredited college or university;

    AND

2. Experience: Five (5) years of professional-level experience in talent development, leadership development, or organizational development, including three (3) years of supervisory experience.

Education Substitution: Additional experience as described above may be substituted for the required degree on a year-for-year basis (up to a maximum of two (2) years). One (1) year is equivalent to thirty (30) semester units/ forty-five (45) quarter units.

Applicants must meet the minimum qualification by the final filing date unless otherwise noted.

One year full-time employment is equivalent to 2,000 hours (2,000 hours of qualifying work experience is based on a 40 hour work week). Any overtime hours that you work above 40 hours per week are not included in the calculation to determine full-time employment.

Desirable Qualifications 

• Strategic Talent Development Leadership - Proven ability to lead large-scale talent strategies that align with organizational goals and drive workforce growth.
• Expertise in Learning and Organizational Development - Strong background in adult learning, instructional design, and delivering impactful, scalable learning solutions.
• Effective Change Leadership and Stakeholder Engagement - Skilled in leading change, influencing senior leaders, and building cross-functional partnerships to advance talent initiatives.
• Commitment to Equity and Career Pathways - Experience designing inclusive career development and internal mobility programs that support workforce advancement.
• Technology and Data Proficiency - Fluency in learning systems and tools; ability to use data and reporting to measure program effectiveness and guide decisions.

Verification:
Applicants may be required to submit verification of qualifying education and experience at any point during the recruitment and selection process. If education verification is required, information on how to verify education requirements, including verifying foreign education credits or degree equivalency, can be found at https://sfdhr.org/how-verify-education-requirements.

Note: Falsifying one’s education, training, or work experience or attempted deception on the application may result in disqualification for this and future job opportunities with the City and County of San Francisco. All work experience, education, training and other information substantiating how you meet the minimum qualifications must be included on your application by the filing deadline. Information submitted after the filing deadline will not be considered in determining whether you meet the minimum qualifications.

Resumes will not be accepted in lieu of a completed City and County of San Francisco application.

Applications completed improperly may be cause for ineligibility, disqualification or may lead to lower scores.

Selection Procedures:

The selection process will include evaluation of applications in relation to minimum requirements.  Applicants meeting the minimum qualifications are not guaranteed advancement to the interview.  Depending on the number of applicants, the Department may establish and implement additional screening mechanisms to comparatively evaluate the qualifications of candidates.  If this becomes necessary, only those applicants whose qualifications most closely meet the needs of the Department will be invited for an interview.

Note: Applicants who meet the minimum qualifications are not guaranteed to advance through all steps in the selection process.

Transportation Security Administration (TSA) Security Clearance: Candidates for employment with the San Francisco Airport Commission are required to undergo a criminal history check, including FBI fingerprints, and Security Threat Assessment in order to determine eligibility for security clearance and may be required to undergo drug/alcohol screening. Per Civil Service Commission Rule Section 110.9.1, every applicant for an examination must possess and maintain the qualifications required by law and by the examination announcement for the examination. Failure to obtain and maintain security clearance may be basis for termination from employment with the Airport Commission.

Additional Information Regarding Employment with the City and County of San Francisco:

• Information About the Hiring Process
• Conviction History
• Employee Benefits Overview  
• Equal Employment Opportunity 
• Disaster Service Worker
• ADA Accommodation
• Veterans Preference
• Right to Work
• Copies of Application Documents
• Diversity Statement

How to Apply:

All job applications for the City and County of San Francisco must be submitted through our online portal. Please visit https://careers.sf.gov/ to begin your application process. No other methods of application will be accepted.

• Select the “I’m Interested” button and follow the instructions on the screen.

Computers are available for the public (9:00 a.m. to 4:00 p.m. Monday through Friday) to file online applications in the lobby of the Department of Human Resources at 1 South Van Ness Avenue, 4th Floor and at the City Career Center at City Hall, 1 Dr. Carlton B. Goodlett Place, Room 110.

Ensure your application information is accurate, as changes may not be possible after submission. Your first and last name must match your legal ID for verification, and preferred names can be included in parentheses. Use your personal email address, not a shared or work email, to avoid unfixable issues.

Applicants may be contacted by email about this recruitment and, therefore, it is their responsibility to ensure that their registered email address is accurate and kept up-to-date. Also, applicants must ensure that email from CCSF is not blocked on their computer by a spam filter. To prevent blocking, applicants should set up their email to accept CCSF mail from the following addresses (@sfgov.org, @sfdpw.org, @sfport.com, @flysfo.com, @sfwater.org, @sfdph.org, @asianart.org, @sfmta.com, @sfpl.org, @dcyf.org, @first5sf.org, @famsf.org, @ccsf.edu, @smartalerts.info, and @smartrecruiters.com).

Upon successful submission, applicants will receive a confirmation email from [email protected]. Keep this email for your records. If you do not receive it, your application was not submitted successfully.

All your information will be kept confidential according to EEO guidelines.

Recruitment Analyst Information: If you have any questions regarding this recruitment or application process, please contact the Ivy Yeung via email at [email protected].

The City and County of San Francisco encourages women, minorities and persons with disabilities to apply. Applicants will be considered regardless of their sex, race, age, religion, color, national origin, ancestry, physical disability, mental disability, medical condition (associated with cancer, a history of cancer, or genetic characteristics), HIV/AIDS status, genetic information, marital status, sexual orientation, gender, gender identity, gender expression, military and veteran status, or other protected category under the law.