Director Learning Strategist Jobs (NOW HIRING)

At Current, everything starts with people. We believe that when you invest in talent through opportunity, development, and support, you unlock growth for individuals, firms, and clients alike. That’s why we’ve built a platform designed to give our people access to more: more learning, more collaboration, and more ways to grow their careers than any single firm could offer on its own.

Founded in 2023, Currenthas rapidly become one of the fastest-growing accounting platforms in the country, partnering with more than 40 leading accounting firms across the United States. Today, our community includes over 2,000 professionals, 30+ offices nationwide, and a growing global workforce that supports clients around the world. Backed by Thrive Capital, Bessemer Venture Partners, and Springdale Industries, Current is investing heavily in technology, artificial intelligence, and workforce innovation to help modernize the profession. Our leadership team has a proven track record of building and scaling successful businesses, with prior ventures generating more than $3 billion in combined enterprise value.

We’re building something bigger than a traditional accounting firm: a platform where talented people can grow faster, learn more, and do more meaningful work. Whether you join Current, one of our partner firms, or our global team, you’ll be part of a community shaping the future of the profession.

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.

• 10+ years of experience across learning and development, talent management, or performance management, including at least 3 years leading a team.

• Experience in accounting, professional services, or another multi-entity environment with distributed leadership.

• Demonstrated success building learning or performance functions from the ground up, not just running established ones.

• Strong command of goal frameworks, competency models, rating systems, instructional design, and manager enablement.

• Experience owning learning or performance technology, including implementation, data governance, and vendor management.

• Proven ability to influence senior leaders, navigate sensitive conversations, and hold a standard under pressure.

• Comfort operating in ambiguity and building structure where none exists.

• Hands‑on experience with enterprise content libraries such as Becker, LinkedIn Learning, and LumiQ, etc.

• Direct experience with CPE compliance, NASBA sponsor registration, or state board requirements.

• Prior experience supporting or integrating acquired firms in an M&A environment.

• Experience with LCvista, PerformYard, UKG, Rippling, or comparable platforms.

• Knowledge of firm operational structures and service line dynamics across tax, audit, and advisory.

• Strong analytics and reporting skills, with the ability to build a business case from data.

• Experience managing external academic or university program partnerships.

• Experience owning learning content provider relationships end to end, including selection, contract and renewal negotiation, seat allocation across entities, and building the utilization case for continued investment.

• 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.

The total rewards package at Current includes base salary and benefits.

Our salary ranges are competitive within the accounting industry and are updated regularly using the most reliable compensation survey data for our industry. New hire offers are made based on a candidate’s experience, expertise, geographic location, and internal pay equity relative to peers.

We provide a robust benefits package, including:

• Health, Dental, and Vision Insurance (with options for fully paid employee only coverage for health and dental)

• Company-Paid Life and Long-Term Disability Insurance

• Ancillary Benefits such as supplemental life insurance and short-term disability options

• Classic Safe Harbor 401(k) Plan with employer contributions

• Opportunities for professional growth, learning, and development including access to Becker and LinkedIn Learning

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.