Sandisk understands how people and businesses consume data and we relentlessly innovate to deliver solutions that enable today’s needs and tomorrow’s next big ideas. With a rich history of groundbreaking innovations in Flash and advanced memory technologies, our solutions have become the beating heart of the digital world we’re living in and that we have the power to shape.

Sandisk meets people and businesses at the intersection of their aspirations and the moment, enabling them to keep moving and pushing possibility forward. We do this through the balance of our powerhouse manufacturing capabilities and our industry-leading portfolio of products that are recognized globally for innovation, performance and quality.

Sandisk has two facilities recognized by the World Economic Forum as part of the Global Lighthouse Network for advanced 4IR innovations. These facilities were also recognized as Sustainability Lighthouses for breakthroughs in efficient operations. With our global reach, we ensure the global supply chain has access to the Flash memory it needs to keep our world moving forward.

This is an exciting opportunity to build and drive impact at scale at the most important execution layers of leadership—where strategy becomes action, culture becomes behavior, and leaders shape the day-to-day employee experience. Reporting to the Sr. Director, Talent Management & Leadership Development, this role will design, deliver, and manage high-impact leadership development experiences for people managers, senior managers, and Director+ levels across Sandisk.

The ideal candidate is a builder, facilitator, and learning experience designer who can turn leadership priorities into practical development experiences and learning content that scale. This person will blend instructional design, strong facilitation, program ownership, vendor partnership, and talent management enablement to help leaders build capability, lead teams effectively, and apply talent practices consistently. Along with the Sr. Director, this role will set the strategy and design for leadership development and talent management across the organization.

ESSENTIAL DUTIES AND RESPONSIBILITIES:

Design & Deliver Leadership Development Experiences

• Design leadership development strategies for both people leaders and senior technical leaders (e.g., distinguished engineers, functional experts).
• Design, develop, and deliver scalable leadership development experiences for people managers, senior managers, and Directors in virtual, in-person, and blended formats.
• Establish foundational programs for first-time managers and mid-level leaders transitioning into broader enterprise roles
• Translate leadership priorities into learning journeys, cohort experiences, session designs, facilitator guides, case studies, practice labs, toolkits, and reinforcement resources.
• Prioritize development experiences that accelerate readiness in a fast-scaling, innovation-driven environment
• Use learning principles, practice-based learning, reflection, peer discussion, and application assignments to help leaders apply concepts on the job.
• Adapt content for different audiences, cohort sizes, business contexts, and delivery modalities while maintaining a consistent and high-quality learner experience.

Leadership Development Roadmap & Program Ownership

• Build, maintain, and manage the leadership development roadmap, including cohort sequencing, milestones, dependencies, delivery calendar, logistics, communications, and follow-through.
• Own day-to-day execution for priority leadership experiences, participant tracking, facilitator preparation, materials, vendor coordination, and post-program actions.
• Ensure programs are delivered with strong operational discipline, clear roles, high-quality materials, and a consistent experience across cohorts and formats.

Talent Management Support & Enablement

• Support Talent Management activities related to talent assessments, talent reviews, performance management cycles, succession planning, listening surveys, and manager enablement resources.
• Prepare practical tools, templates, briefing materials, FAQs, discussion guides, and communications that make talent processes easier for COE partners, HRBPs, and leaders to execute consistently.
• Summarize themes from talent reviews, assessment inputs, performance cycles, survey feedback, and manager listening to inform leadership development priorities and practical enablement needs.
• Track follow-up actions, resources, and process improvements that connect talent insights to learning, performance, feedback, and development solutions.

Vendor, Partner & Stakeholder Collaboration

• Partner with leadership development vendors, facilitators, coaches, universities, and external partners to co-design and deliver high-quality development experiences.
• Manage vendor deliverables, content reviews, facilitation alignment, contracting inputs, scheduling, materials, and program evaluation.
• Partner with HRBPs, People COEs, business stakeholders, Communications, Events, People Analytics, Procurement, performance management partners, listening survey partners, and learning technology partners.
• Ensure external partners understand Sandisk’s leadership context, culture, audiences, and experience standards so programs feel practical, relevant, and connected to business needs.

Measurement, Feedback & Continuous Improvement

• Track roadmap progress, cohort participation, completion, feedback, engagement, talent enablement adoption, and follow-through actions.
• Analyze participant feedback, leader input, talent themes, survey insights, and program data to improve content, facilitation, delivery, reinforcement, and enablement resources.
• Prepare concise updates for the People Experience Leadership Team on program health, roadmap progress, risks, participation, learner experience, and improvement actions.

Key Stakeholders

• Sr. Director, Talent Management & Leadership Development
• Business People Partners (BPPs)/HRBPs and People COE partners
• People managers, senior managers, and directors participating in leadership development programs
• Business leaders who provide input on leadership development and talent management needs
• External leadership development vendors, facilitators, coaches, universities, and learning partners
• Internal Communications, Events, People Analytics, Procurement, performance management partners, listening survey partners, and learning technology partners

Critical Capabilities and Leadership Traits

• Strong learning design capability with experience building leadership development experiences, learning journeys, facilitator guides, participant materials, practice labs, and reinforcement tools.
• Strong facilitation presence with the ability to deliver engaging leadership development sessions virtually and in person.
• Extensive experience in leadership development, manager capability building, behavior change, and blended learning design.
• Knowledge of talent management practices, including talent assessments, talent reviews, performance management, listening surveys, and manager/HRBP enablement.
• Ability to partner effectively with HRBPs, business stakeholders, vendors, facilitators, coaches, and internal COE partners.
• Program management discipline with the ability to manage learning roadmaps, logistics, timelines, vendors, communications, cohort tracking, and delivery risks.
• Data fluency with the ability to evaluate program feedback, talent themes, survey insights, and learning data, then turn insights into continuous improvement actions.
• High accountability, discretion, adaptability, and follow-through in a fast-moving environment.

REQUIRED:

• 8+ years of progressive experience in Leadership Development, Learning & Development, Talent Development, Organization Development, Instructional Design, Talent Management, or related People/HR roles.
• Bachelor’s degree in Human Resources, Organizational Development, Business, Psychology, Education, Instructional Design, or a related field.
• Demonstrated experience designing and delivering leadership development programs, manager development experiences, workshops, cohort-based programs, toolkits, or blended learning solutions.
• Strong facilitation experience with the ability to deliver engaging virtual and in-person leadership development experiences for people managers, senior managers, and Director-level audiences.
• Strong program ownership and execution capability, including learning roadmap management, project planning, logistics, participant communications, cohort tracking, vendor coordination, metrics, risk tracking, and follow-through.
• Experience supporting talent management activities such as talent assessments, talent reviews, performance management cycles, listening surveys, manager enablement, or HRBP-facing resources.
• Experience partnering with external leadership development vendors, facilitators, coaches, universities, or learning partners.
• Experience creating facilitator guides, participant materials, case studies, practice exercises, manager tools, FAQs, discussion guides, and reinforcement resources.
• Data fluency and comfort working with participation metrics, program feedback, learning evaluation data, talent themes, survey results, dashboards, and reporting summaries.

PREFERRED:

• Master’s degree in human resources or a related field.
• Experience in a technology, engineering, manufacturing, semiconductor, or global matrixed organization.
• Certifications in leadership assessments, coaching programs, and learning program design
• Direct experience with learning technology, learning management systems, and listening platforms

Sandisk is committed to providing equal opportunities to all applicants and employees and will not discriminate against any applicant or employee based on their race, color, ancestry, religion (including religious dress and grooming standards), sex (including pregnancy, childbirth or related medical conditions, breastfeeding or related medical conditions), gender (including a person’s gender identity, gender expression, and gender-related appearance and behavior, whether or not stereotypically associated with the person’s assigned sex at birth), age, national origin, sexual orientation, medical condition, marital status (including domestic partnership status), physical disability, mental disability, medical condition, genetic information, protected medical and family care leave, Civil Air Patrol status, military and veteran status, or other legally protected characteristics. We also prohibit harassment of any individual on any of the characteristics listed above. Our non-discrimination policy applies to all aspects of employment. We comply with the laws and regulations set forth in the "Know Your Rights: Workplace Discrimination is Illegal” poster. Our pay transparency policy is available here.

Sandisk thrives on the power and potential of diversity. As a global company, we believe the most effective way to embrace the diversity of our customers and communities is to mirror it from within. We believe the fusion of various perspectives results in the best outcomes for our employees, our company, our customers, and the world around us. We are committed to an inclusive environment where every individual can thrive through a sense of belonging, respect and contribution.

Sandisk is committed to offering opportunities to applicants with disabilities and ensuring all candidates can successfully navigate our careers website and our hiring process. Please contact us at [email protected] to advise us of your accommodation request. In your email, please include a description of the specific accommodation you are requesting as well as the job title and requisition number of the position for which you are applying.

Based on our experience, we anticipate that the application deadline will be 12/11/2026 (3 months from posting), although we reserve the right to close the application process sooner if we hire an applicant for this position before the application deadline. If we are not able to hire someone from this role before the application deadline, we will update this posting with a new anticipated application deadline.

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Compensation & Benefits Details

• An employee’s pay position within the salary range may be based on several factors including but not limited to (1) relevant education; qualifications; certifications; and experience; (2) skills, ability, knowledge of the job; (3) performance, contribution and results; (4) geographic location; (5) shift; (6) internal and external equity; and (7) business and organizational needs.
• The salary range is what we believe to be the range of possible compensation for this role at the time of this posting.  We may ultimately pay more or less than the posted range and this range is only applicable for jobs to be performed in California, Colorado, New York or remote jobs that can be performed in California, Colorado and New York.  This range may be modified in the future.
• You will be eligible to participate in Sandisk's Short-Term Incentive (STI) Plan, which provides incentive awards based on Company and individual performance.  Depending on your role and your performance, you may be eligible to participate in our annual Long-Term Incentive (LTI) program, which consists of restricted stock units (RSUs) or cash equivalents, pursuant to the terms of the LTI plan. Please note that not all roles are eligible to participate in the LTI program, and not all roles are eligible for equity under the LTI plan. RSU awards are also available to eligible new hires, subject to Sandisk's Standard Terms and Conditions for Restricted Stock Unit Awards.
• We offer a comprehensive package of benefits including paid vacation time; paid sick leave; medical/dental/vision insurance; life, accident and disability insurance; tax-advantaged flexible spending and health savings accounts; employee assistance program; other voluntary benefit programs such as supplemental life and AD&D, legal plan, pet insurance, critical illness, accident and hospital indemnity; tuition reimbursement; transit; the Applause Program, employee stock purchase plan, and the Sandisk's Savings 401(k) Plan.
• Note: No amount of pay is considered to be wages or compensation until such amount is earned, vested, and determinable. The amount and availability of any bonus, commission, benefits, or any other form of compensation and benefits that are allocable to a particular employee remains in the Company's sole discretion unless and until paid and may be modified at the Company’s sole discretion, consistent with the law.