Key Responsibilities

Strategic Program Design:

- Design and develop a robust talent development strategy that addresses key organizational priorities and skill gaps.

- Partner with business leaders and HRBPs to conduct regular training needs analyses and identify learning opportunities.

- Curate and develop a blended learning curriculum, including workshops, digital content, coaching, and mentorship programs.

- Design and develop high-impact, proprietary training programs focused on core consulting skills such as structured problem-solving, client communication, and

- leadership presence.

Program Management & Delivery:

- Manage the end-to-end delivery of all training programs, from planning and scheduling to execution. This includes conducting pre- and post-assessments to measure program effectiveness and demonstrate a clear return on investment.

- Collaborate with external vendors and subject matter experts to source and deliver high-quality training content.

- Serve as a facilitator and instructor for training sessions as needed, both in-person and virtually, as this is a core component of the role.

Impact & Measurement:

- Develop and implement a clear framework for measuring the effectiveness and ROI of all talent development initiatives.

- Use data and analytics to track key metrics (e.g., participation rates, knowledge retention, skill application) and provide regular reports to leadership.

- Continuously iterate and improve programs based on feedback and performance data.

- Stay abreast of the latest trends in learning technology (e.g., AI-powered coaching, virtual reality simulations) and evaluate/implement innovative solutions to enhance the effectiveness and scalability of our talent development programs.

Budget & Vendor Management:

- Maintain the talent development budget effectively, ensuring resources are allocated strategically.

- Own vendor relationships, negotiating contracts and ensuring vendors meet performance standards.

Team & Stakeholder Collaboration:

- Serve as a trusted strategic partner and advisor to senior partners and firm leadership, influencing and guiding talent development initiatives that directly impact firm performance and talent pipeline.

- Work closely with the Talent Acquisition team to support onboarding and skill mapping efforts.

- Partner with senior leadership to design and facilitate targeted coaching and leadership programs, including high-potential and partner-track initiatives. Guide and advise senior leaders on talent development strategies for their teams.

Talent Management & Leadership Development:

- Design, implement, and manage talent management programs, including succession planning, career pathing, and high-potential identification.

- Develop and deliver targeted leadership development programs to build a strong pipeline of future leaders.

- Facilitate leadership coaching and 360-degree feedback initiatives.

Experience:

- 8-12+ years of progressive human resources experience, with a significant portion (ideally 8+ years) in a dedicated Talent Development Partner within a fast-paced, dynamic environment.

- Demonstrated experience in a management consulting or professional services environment is highly desirable. Experience working with and influencing senior-level stakeholders and partners is critical.