Director of Talent Development

Roles and Responsibilities

• Interface with Executive Management and practice leaders to assess and identify areas for organizational development and training across client-facing consulting team (Analyst, Project Manager, Principal and Partner levels) and internal operations team.
• Build holistic talent development strategy and goals linking to individualized performance-outcomes and business goals as well as broader market-competitive environment.
• Utilize own experience, identify best-practices from across the firm, and identify industry best practices and approaches and apply to development goals and training programs.
• Institute internal training programs by organizing staff to deliver key skills development workshops and identify where external trainers or material should be bought in.
• Identify where best to utilize new technology (e.g. AI) to enhance professional development goal setting and outcomes.
• Support implementation and drive adoption of new systems and processes via communication of objectives and coordination of related training initiatives.
• Advise and implement key communications and cadence for keeping broader organization updated on strategy and initiatives to foster transparency.
• Promote strong leadership effectiveness and maintain close connections to client-facing consulting and operations team as organization continues to scale.
• Coincide closely with Director of HR (who will continue to manage recruiting, compliance, benefits, and HRIS processes) on performance management processes (e.g. reviews and development goals).
• Coincide closely with Director of Knowledge Management on staff training initiatives, project staffing protocols, and best practices that can be built into enterprise and delivery systems.

Preferred experience and qualifications

• 15 to 20+ years’ experience at consulting firms who are tenured in both client-facing and talent management positions.
• Resourceful self-starter that has a track record of success at the intersection of people development and strategic business growth.
• Clear proof points in driving organizational scaling and change initiatives with high rates of team member buy-in and adoption.
• Strong understanding of client-facing consulting roles, professional development goals and performance drivers at each level.
• Proven ability to identify talent development needs and implement training programs across levels of seniority and areas of business need.
• Executive presence and experience of working directly with executive management as both a sounding board for and implementer of initiatives.
• Experience of soft-skills, management, and leadership direct-training delivery.
• Proof points in successful training / change management for AI adoption.