Senior Director, Learning & Development

The Senior Director, Learning & Development owns the enterprise learning and performance strategy for Current and the firms on our platform. This role sets the direction for how our professionals develop, how performance is measured and rewarded, and how learning technology and compliance infrastructure scale alongside an aggressive acquisition pace.

This is a builder's role with a team behind it. The Senior Director leads a function spanning learning design, performance management, systems ownership, and integration delivery, and is accountable for turning a collection of firm-level practices into one coherent platform capability. The role balances long-range strategy with hands-on ownership: setting the framework, then making sure it actually lands across dozens of firms with different histories, cultures, and levels of maturity.

The Senior Director partners closely with the CHRO, firm managing partners, service line leaders, HR Business Partners, and integration teams, and serves as the executive voice for talent development across the platform.

Own the enterprise learning strategy across all firms, service lines, and career levels, from Associate through Partner.

Set the architecture for role-based learning pathways across Tax, Audit, CAS, Advisory, and Operations, and hold the standard for quality and consistency across the content library.

Lead the design and delivery of flagship leadership and business development programs, including university and external academic partnerships.

Build next-generation partner readiness, ensuring the platform has a visible pipeline of future firm leaders.

Define how learning connects to career progression, promotion criteria, and capability expectations across the platform.

Establish measures that tie learning investment to business outcomes including retention, promotion readiness, utilization, and client service quality.

Own the performance management philosophy, framework, and annual cycle calendar across all firms & HQ.

Set direction on goal-setting methodology, competency models, rating guides, calibration standards, and feedback practices.

Ensure performance and learning operate as one connected system rather than two parallel processes.

Partner with executive leadership on talent review, succession planning, and promotion decisions at the partner and director level.

Hold the line on rating integrity, differentiation, and equity across a decentralized multi-firm environment.

Partner on supporting CPE compliance strategy across the platform, including sponsor registration, program standards, instructor qualification, records retention, and audit readiness.

Establish governance for learning and performance data, including documentation standards, approval paths, and system of record decisions.

Serve as the escalation point for firm-level learning specific compliance questions and ensure consistent answers across the alliance.

Serve as executive owner for the learning and performance technology stack, including LCvista and PerformYard.

Ensure clean integration between learning platforms, HRIS, and reporting environments so that employee data, learning assignments, and performance records stay aligned.

Own vendor relationships, contract negotiation, renewal strategy, and cost allocation methodology for enterprise learning platforms including Becker, LinkedIn Learning, and LumiQ.

Build executive-level reporting and dashboards covering completion, adoption, performance distribution, promotion readiness, and retention risk.

Evaluate and recommend new platforms, automation, and AI-enabled capability as the function scales.

Own the learning and performance workstream across firm integrations, from diligence through steady state.

Set the standard for how incoming firms transition onto platform frameworks, systems, and timelines, and make the call on sequencing and pace.

Partner with integration, IT, and firm leadership to ensure people-facing systems land cleanly and on schedule.

Build repeatable playbooks so integration quality does not depend on who happens to be running it.

Lead, coach, and develop a team spanning learning design, performance management, systems, and integration delivery.

Set clear priorities and success measures for the function, and manage capacity against a heavy and growing demand signal.

Build depth and redundancy across the team to reduce key-person risk in critical processes.

Create the conditions for the team to operate as trusted advisors to firm leadership rather than order takers.

Partner with the CHRO and executive leadership on enterprise talent strategy and workforce planning.

Represent learning and performance in executive forums, board-level reporting, and firm partner meetings.

Influence firm leaders who do not report into this function, building adoption through credibility rather than authority.

Advise on organizational design questions where learning, performance, and career structure intersect.

This position operates as part of a US East Coast-based team, with typical working hours aligning with EST to support effective collaboration.

We offer flexibility in managing your schedule to maintain a healthy work-life balance while meeting business needs.

Approximately 30% travel for leadership programs, integration support, and firm-facing sessions.

We are an equal opportunity employer, and we do not discriminate on the basis of race, religion, color, national origin, sex, sexual orientation, age, veteran status, disability, genetic information, or any other applicable legally protected characteristic.