Director, Sr. Talent Development
About the role
Keystone is a premier economics, technology, and strategy consulting firm built to help companies lead through transformation. As breakthrough innovations reshape industries, redefine competition and change our society, complex and highly competitive ecosystems emerge. Keystone advises technology leaders, Fortune 100 companies, their legal counsel, and governments on business, economic, litigation, and regulatory strategy in relation to these innovations and competitive eco-systems. We operate globally from offices in New York City, Boston, San Francisco, Seattle, London, Dubai, and Washington, D.C. The Performance Culture Center of Excellence (CoE) exists to cultivate a culture of high performance across Keystone — through a rigorous approach to assessing and developing talent, delivering clear feedback, and identifying career paths that reward performance and align individual contribution with firm goals. As we build out the CoE, we're adding to the team and looking for a Talent Development Lead to help stand up and run core programs for Keystone's senior population. This is a hybrid role with a minimum in-office requirement of 3 days per week. We are not able to provide relocation support for this position. We value talent from all backgrounds; however, for this position, we are unable to sponsor employment visas. We welcome applications from individuals who are already authorized to work in the United States without sponsorship.
Responsibilities
- Performance & Calibration Drive the execution of performance evaluation and talent review processes for Keystone’s senior team members, ensuring rigor, consistency, fairness, and appropriate differentiation across practices and offices. Maintain a continuous pulse on senior talent, with an ongoing understanding of each leader's performance, development priorities, career trajectory, and readiness for expanded responsibility or partnership. Design and facilitate senior talent reviews and calibration discussions, bringing together performance, team leadership, commercial contribution, and firm-building perspectives to support well-grounded decisions. Serve as a strategic partner to senior leaders in addressing performance challenges, role-fit questions, and readiness gaps, ensuring concerns are identified early, expectations are clear, and decisions align with the firm's performance philosophy and standards. Partner closely with HR on sensitive performance and transition matters, ensuring appropriate coordination, documentation, and hando