The client is seeking a strategic, systems-oriented leader to build and own the organization’s long-term human capital architecture. Reporting to the CTO, this role will develop the systems through which the firm identifies, develops, and advances its most critical talent, operating credibly alongside investment professionals and building infrastructure that can earn the trust of a highly analytical senior audience.
The Head of Talent Development & Succession will design and lead an enterprise-wide succession planning approach with clear governance and recurring review cadence. The role will develop a forward-looking workforce planning model spanning 12 to 36 months in partnership with technology and business leadership, and will own the end-to-end talent review process, including structure, facilitation, calibration discussions, and execution of agreed outcomes. It will also define high-potential talent criteria and build a scalable development framework aligned to future leadership needs.
In addition, the role will create and deliver leadership development programs aligned to organizational culture and growth objectives, and partner with senior HR and compensation leaders to design promotion standards, decision frameworks, and advancement criteria. The position oversees experienced-hire recruiting through the internal talent acquisition function, including external search partner management and hiring governance, while translating talent and development insights into actionable priorities for HR business partners and compensation teams. Qualifications include a Bachelor’s degree (a Master’s degree is preferred), typically 12–18 years of HR or organizational development experience with at least 5 years in a talent development or succession planning leadership role, demonstrated succession planning and talent review facilitation experience for senior and investment-track populations, workforce planning methodology experience, and strong communication, organization, confidentiality, and hands-on professionalism.