ABOUT THE TEAM

The Talent Management organization at Zillow Group leads the strategy and execution of learning initiatives for all employees, including onboarding, professional development, performance, and leadership development. Our team is a diverse group of leaders, consultants, facilitators, designers, and program managers. Together, we enrich the career and learning experience of employees, supporting their personal and professional growth in alignment with company goals.

GET TO KNOW US

Zillow is reimagining real estate to make home a reality for more and more people.
As the most-visited real estate website in the United States, Zillow® and its affiliates help movers find and win their home through digital solutions, first class partners, and easier buying, selling, financing and renting experiences. Millions of people visit Zillow Group sites every month to start their home search, and now they can rely on Zillow to help make it easier to move. The work we do helps people get home and no matter what job you’re in, you will play a critical role in making home a reality for more and more people.
Our efforts to streamline the real estate transaction are supported by a deep-rooted culture of innovation, our passion to redefine the employee experience, a fundamental commitment to Equity and Belonging, and world-class benefits. These benefits include comprehensive medical, dental, vision, life, and disability coverages as well as parental leave, family benefits, retirement contributions, and paid time off. We’re also setting the standard for work experiences of the future, where our employees are supported in doing their best work and living a flexible, well-balanced life. But don’t just take our word for it. Read recent reviews on Glassdoor and recent recognition from multiple organizations, including: the 100 Best Companies to Work For, Glassdoor Employees’ Choice Award, Bloomberg Gender-Equality Index, Human Rights Campaign (HRC) Corporate Equity Index, and TIME 100 Most Influential Companies list.
Zillow Group is an equal opportunity employer committed to fostering an inclusive, innovative environment with the best employees. We are committed to equal employment opportunity regardless of race, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender identity or Veteran status. If you have a disability or special need that requires accommodation, please contact your recruiter directly.
Qualified applicants with arrest or conviction records will be considered for employment in accordance with applicable state and local law.
Applicants who receive job offers from Zillow Group will be asked to sign a Proprietary Rights Agreement which includes confidentiality, intellectual property assignment, customer and employee non-solicitation, and non-competition provisions. If you are contacted for a role at Zillow Group and wish to review a copy of the Proprietary Rights Agreement prior to receiving an offer, you may request a copy from your Recruiter

As the Senior Program Manager of Executive Development, you will play a strategic role in shaping Zillow’s executive talent pipeline. You will partner with senior executives, HR business partners, and cross-functional teams to design and deliver programs that identify, develop, and retain top talent. Your work will directly impact our ability to place the right leaders in the right roles, now and in the future, and help drive Zillow’s continued growth and innovation.

Talent Review & Succession Planning

• In partnership with the Senior Manager, lead and innovate the annual and ongoing executive talent review process, leveraging advanced program management and partnering on the digital tools we use to drive data and objective measures in calibration sessions.
• Deliver actionable insights: Partner with business leaders, TA, HRBPs, and E&B to identify future talent gaps and implement clear succession plans for high potentials.
• Own and measure succession planning effectiveness, setting clear, quantifiable objectives (e.g., time-to-fill for critical roles, internal mobility rates) to strengthen leadership bench strength across the business in partnership with TA.
• Leverage technology: Collaborate with the HR product & technology team to maximize our future talent review functionality—automating talent profile management, talent pool analytics, live calibrations and dashboard reporting.
• Serve as a strategic advisor to executive leaders and HRBPs, guiding them through talent assessment and succession planning.
• Report impact: in partnership with People Analytics, prepare and present executive-level talent summaries, reports, and recommendations to the C-suite and other key stakeholders.

Executive Coaching & Assessment

• Oversee and scale executive coaching programs: From consulting with executives on coach selection and contracting to progress monitoring and outcome measurement
• Curate, assess, and onboard a vetted pool of external executive coaches, ensuring coach performance and ROI via post-engagement metrics.
• Implement innovative and best practices: support/consult on new coaching modalities and programs for Zillow (e.g., digital coaching platforms) and establish baseline measures for coaching impact, such as leader retention and post-coaching performance improvement.
• Brings a strong background in talent and leadership assessments, including designing, implementing, and interpreting assessment tools (e.g., 360 feedback, psychometrics, leadership inventories) to identify high-potential talent and development needs.

High Potential Leader Programs

• Design, pilot, and refine high-potential leadership programs, integrating virtual learning, leadership assessment, and feedback loops.
• Partner cross-functionally (Talent Management, HRBPs, business, E&B) to ensure programs are aligned with current and future business strategy and technology trends.
• Quantify outcomes: Track program impact & iterate programs based on real-time feedback and analytics.

This role has been categorized as a Remote position. “Remote” employees do not have a permanent corporate office workplace and, instead, work from a physical location of their choice, which must be identified to the Company. U.S. employees may live in any of the 50 United States, with limited exceptions.
In California, Colorado, Connecticut, Hawaii, Illinois, Maryland, Massachusetts, Minnesota, Nevada, New Jersey, New York, Rhode Island, Vermont, Washington state, and Washington DC the standard base pay range for this role is $105,900.00 - $169,100.00 Annually. This base pay range is specific to California, Colorado, Connecticut, Hawaii, Illinois, Maryland, Massachusetts, Minnesota, Nevada, New Jersey, New York, Rhode Island, Vermont, Washington state, and Washington DC and may not be applicable to other locations.
In addition to a competitive base salary this position is also eligible for equity awards based on factors such as experience, performance and location. Actual amounts will vary depending on experience, performance and location.