Staff People Development Partner, Executive Coach

You will own succession coaching for senior managers and above: deliver one-on-one and small-group coaching, build and run the program with HR partners and sponsoring managers, and grow coaching capability across senior ranks so the impact multiplies. You will also support New Hire Orientation with the site team and facilitate or support selected leadership development programs (~70% coaching/succession program, ~20% New Hire Orientation, ~10% leadership development).

This is a build-and operate role. You will design how coaching links to succession, define "ready for a larger role," and work closely with the business on high-stakes work. You will also run the full practice-intake, matching, delivery, and close. The pace is fast, priorities shift quickly, and the bar is senior-leader grade. The ideal candidate seeks ownership, direct access to senior leaders, and work whose value compounds as Tesla scales.

• Connect coaching to succession and talent reviews so development aligns with real openings. Prepare leaders for larger roles and strong performance in their current seats. In succession cases, coach both incumbent and successor to multiply impact. Partner with HR and sponsoring managers on slates and timing. Apply identity and role-transition work for expanding scope; clearly flag when the need is role design or the manager rather than coaching
• Own skills transfer to build coaching as a senior-leader capability while delivering coaching yourself. Grow executives' and senior managers' capacity to coach their people. Define what effective coaching looks like at this level and create simple practice methods so the skill sticks
• Support New Hire Orientation with the site team: facilitate some sessions and support others; handle coordination, communications, logistics, and iteration to maintain high Day 1 standards under volume
• Facilitate or support selected leadership development programs (~10% of the role). Adapt delivery for senior audiences while staying consistent with People Development programs; prioritize substance and practical application
• Track readiness for larger roles, sponsor and HR partner feedback, succession movement, and whether senior leaders are building coaching capacity on their teams. Prefer business-recognized outcomes over activity metrics
• Run logistics, communications, scheduling, and data tracking for the succession coaching program and assigned work with initially limited support infrastructure. Build feedback loops that continuously raise the standard

• 7+ years in executive coaching, leadership development, or organizational development, including substantial one-on-one coaching of senior leaders in both high-demand and stable corporate environments
• Bachelor's degree or equivalent experience in organizational development, psychology, counseling, adult learning, HR, business, or related field; Master's preferred
• Coaching certification required (ICF preferred; EMCC or BCC/CCE accepted). Certification or deep practice in senior-leader assessments (e.g., Leadership Circle, Hogan, CliftonStrengths) is a plus; depth in more than one valued
• Ability to travel 25%
• Strong facilitation, consulting, and communication skills with senior managers and above; excellent judgment and discretion; able to hold difficult conversations while protecting the relationship and the point. Executive presence: credible with senior leaders (including VPs) from early conversations through clarity and usefulness
• Ability to coach and apply in live engagements: vertical development (including Kegan's framework), transformative learning, immunity to change, action logics/leadership agility, identity and role transition, and process consultation. Fluent with 360 feedback and senior-leader assessments (e.g., CliftonStrengths, Leadership Circle, Hogan) to surface strengths, patterns, derailers, and blind spots; depth in several plus judgment on when each applies
• Experience running a coaching program alongside a personal caseload; demonstrated succession coaching (leaders into larger roles) and integration into talent processes; experience building coaching capability in senior leaders (skills transfer); evidence of building or materially elevating a coaching practice

Along with competitive pay, as a full-time Tesla employee, you are eligible for the following benefits at day 1 of hire:

• Medical plans > plan options with $0 payroll deduction
• Family-building, fertility, adoption and surrogacy benefits
• Dental (including orthodontic coverage) and vision plans, both have options with a $0 paycheck contribution
• Company Paid (Health Savings Accounts) HSA Contribution when enrolled in the High-Deductible medical plan with HSA
• Healthcare and Dependent Care Flexible Spending Accounts (FSA)
• 401(k) with employer match, Employee Stock Purchase Plans, and other financial benefits
• Company paid Basic Life, AD&D
• Short-term and long-term disability insurance (90 day waiting period)
• Employee Assistance Program
• Sick and Vacation time (Flex time for salary positions, Accrued hours for Hourly positions), and Paid Holidays
• Back-up childcare and parenting support resources
• Voluntary benefits to include: critical illness, hospital indemnity, accident insurance, theft & legal services, and pet insurance
• Weight Loss and Tobacco Cessation Programs
• Tesla Babies program
• Commuter benefits
• Employee discounts and perks program

Pay offered may vary depending on multiple individualized factors, including market location, job-related knowledge, skills, and experience. The total compensation package for this position may also include other elements dependent on the position offered. Details of participation in these benefit plans will be provided if an employee receives an offer of employment.