VP, Head of New Advisor Talent Development & Strategy

About the role

The Head of Advisor Talent Development & Strategy is responsible for defining and executing the firm's enterprise strategy for developing, accelerating, and sustaining advisor success across the full advisor lifecycle. This leader owns the integrated advisor talent ecosystem, including new advisor sourcing, development, teaming, and advisor practice readiness, ensuring advisors are fully prepared to build and sustain high-performing practices. This role goes beyond training and program oversight to serve as the architect of advisor talent strategy—connecting sourcing, development, teaming, coaching, and practice readiness into a unified model that drives advisor productivity, retention, and long-term firm growth.

Advisor Talent Strategy

• Define and execute enterprise advisor talent strategy focused on early-career advisor success and long-term pipeline health.
• Build integrated frameworks connecting sourcing, onboarding, development, teaming, and practice execution.
• Establish advisor success metrics tied to business outcomes, not program completion.

Advisor Development & Career Pathways

• Lead onboarding, training, and development programs for new financial advisors.
• Design structured career pathways from new advisor to established producer and team contributor.
• Define competency models and milestone-based development expectations.

Advisor Teaming Strategy

• Own enterprise new advisor teaming strategy and governance.
• Create structured processes to identify and match:
• Solo advisors seeking team environments
• Teams seeking growth talent

Advisor Practice Readiness

Define and operationalize "practice readiness" across advisor lifecycle stages. Ensure advisors are prepared to run a business, not just complete training. Build readiness standards across:

• Business planning & strategy
• Client acquisition and growth capability
• Practice management fundamentals
• Technology and CRM proficiency
• Team readiness and delegation models

Establish readiness assessments and transition benchmarks.

Advisor Coaching & Experience

• Define coaching standards and scalable coaching models for new financial advisors.
• Improve new advisor experience across onboarding, development, teaming, and early practice stages.
• Build mentoring, peer networks, and advisor communities.

Innovation & Enablement

• Lead integration of AI, digital learning, and analytics into advisor development and readiness.
• Partner with technology teams to improve advisor productivity and personalization.
• Continuously modernize advisor development tools and frameworks.

Success Measures

• New advisor retention and time-to-productivity
• Advisor practice readiness attainment rates
• Early-career revenue growth and stability
• Successful advisor team formations and retention
• Advisor engagement and satisfaction
• Reduction in early-stage advisor attrition
• Strength of advisor pipeline and long-term workforce sustainability

Qualifications

• Bachelor's degree in Business Administration
• More than 15 years of general work experience
• 10 to 15 years of manager experience

Schedule

• Travel less than 25%
• Hybrid workstyle