Roles and Responsibilities of Director of Talent Development
Our business is scaling quickly as we grow and adapt to our customer needs and new technology. We are expanding our client value proposition by expanding consulting capabilities and internally adopting new technology such as AI. We plan to continue to scale at pace in response to sustained client pull, an expansive global opportunity for our expertise and services, and an ongoing opportunity to hire talented team members who are attracted to our sector focus, client value proposition and growth culture.
We have established this new Talent Development position due to the criticality of professional development for our continued growth and success of our client value proposition. The right leader will continually identify areas to improve across: professional development; clarity of roles, goals and processes; and communication and culture, while directly driving implementation of training programs, professional development experiences, and organizational alignment. The longer-term goal is to facilitate excellent organizational performance and growth. Outcomes where we will work together to establish measurable goals in the first 12 months will include:
· Improving effectiveness of integration and reducing time-to-proficiency of new hires.
· Improving internal promotion rates and career fulfillment.
· Launching new core training programs with high levels of completion.
· Enhancing adoption of new processes in key new technology- and system-enabled areas.
Responsibilities include:
· 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.
· Coordinate 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).
· Coordinate 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.