Talent Development Leader Jobs (NOW HIRING)

Huron is redefining what a global consulting organization can be. Advancing new ideas every day to build even stronger clients, individuals and communities. We're helping our clients find new ways to drive growth, enhance business performance and sustain leadership in the markets they serve. And, we're developing strategies and implementing solutions that enable the transformative change they need to own their future.
As a member of the Huron corporate team, you'll help to evolve our business model to stay ahead of market forces, industry trends and client needs. Our accounting, finance, human resources, IT, legal, marketing and facilities management professionals work collaboratively to support Huron's collective strategies and enable real transformation to produce sustainable business results.
Join our team and create your future.

We are seeking an innovative and forward-thinking Learning & Talent Development Leader to build the next generation of talent capabilities for our professional services organization. This leader will define and execute an integrated global learning, leadership development, talent management, succession readiness, workforce capability strategy and organizational capability agenda that cultivates exceptional client service, accelerates employee growth, and ensures workforce readiness for the rapidly evolving future of work.
The ideal candidate combines deep expertise in learning and talent development with a passion for emerging technologies, digital transformation, AI-enabled workforce solutions, and skills-based talent strategies. This leader will modernize how we develop our people, leveraging data, technology, and innovative learning experiences to drive business performance and competitive advantage. Working closely with executive and business leaders, this role will anticipate future workforce capabilities, support mergers and acquisitions (M&A), accelerate market expansion, and build organizational capability that enables sustainable growth and long-term business success.

Key Responsibilities

Enterprise Learning & Talent Strategy

• Develop and execute a comprehensive global learning and talent development strategy aligned with business objectives and growth priorities.
• Create a culture of continuous learning that supports professional excellence, leadership effectiveness, innovation, and career growth.
• Partner with business leaders to identify and anticipate future workforce capabilities and critical skill requirements across the organization.
• Translate business strategy into workforce and capability-building priorities that support growth, innovation, and evolving client demands.
• Enable organizational readiness for strategic growth initiatives, including market expansion, digital transformation, new service offerings, and M&A activity.
• Lead talent and capability strategies that support successful M&A transactions, including leadership assessment, talent retention, cultural integration, and workforce readiness.
• Establish talent development programs that strengthen employee engagement, retention, succession readiness, and internal mobility.
• Build enterprise organizational capability by aligning leadership development, workforce planning, skills development, and succession strategies with long-term business priorities.

Leadership Development

• Design and lead leadership development experiences for emerging, mid-level, and senior leaders.
• Build programs that enhance strategic thinking, coaching capability, inclusive leadership, change leadership, and business acumen.
• Develop succession planning frameworks and targeted development strategies for key talent pools.

Future Skills & Workforce Transformation

• Lead the organization's transition toward a skills-based talent model.
• Identify future-critical capabilities in areas such as AI, digital fluency, data literacy, consulting excellence, innovation, and client relationship management.
• Build workforce capability strategies that prepare employees for evolving client expectations and emerging market opportunities.
• Develop long-range workforce capability plans that support global growth strategies, geographic expansion, evolving client demands, and future business models.
• Partner with business leaders to identify capability gaps related to growth initiatives, acquisitions, and strategic investments, ensuring the organization is prepared to execute business priorities.
• Create scalable capability-building frameworks that accelerate organizational agility, innovation, and speed to market.
• Establish skills taxonomies, capability frameworks, and workforce planning insights to support strategic decision making, partnering closely with Resource Management to identify emerging skill needs and gaps, inform workforce planning priorities, and accelerate deployment of upskilling and reskilling strategies.

AI, Digital Learning & Innovation

• Champion the use of AI and emerging technologies to transform learning and talent development.
• Implement modern learning platforms, personalized learning pathways, AI-powered coaching tools, skills intelligence solutions, and digital learning ecosystems.
• Leverage analytics and AI-driven insights to identify capability gaps, predict future skill needs, and measure learning impact.
• Explore emerging technologies and learning innovations to continuously improve learner experience, scalability, and effectiveness.

Stakeholder Partnership

• Serve as a trusted advisor to executive leaders on workforce capability, leadership effectiveness, organizational readiness, growth strategy, market expansion, M&A integration, and enterprise talent planning.
• Partner closely with Talent Acquisition, Technology, Operations, business leadership teams, and Resource Management.
• Partner with business leaders globally to align talent, leadership, and workforce capability strategies with enterprise growth objectives and market opportunities.
• Manage relationships with external learning providers, universities, professional associations, and technology partners.

Measurement & Business Impact

• Establish meaningful metrics and dashboards to evaluate learning effectiveness and business outcomes.
• Use data and workforce analytics to continuously improve programs and investment decisions.
• Demonstrate measurable impact on workforce capability, leadership readiness, employee growth, retention, internal mobility, client satisfaction, and business growth, in partnership with broader talent and people programs.

Functional Leadership

• Lead and develop a high-performing Learning & Talent Development organization responsible for enterprise learning, leadership development, talent management, succession planning, coaching, talent systems, workforce insights, and related talent initiatives.
• Establish a clear strategic vision, operating model, and priorities for the Learning & Talent Development function, ensuring alignment with business objectives and workforce needs.
• Build organizational capability through effective team leadership, talent development, succession planning, and resource allocation across the function.
• Lead enterprise-wide initiatives that strengthen organizational capability, leadership effectiveness, change agility, innovation, collaboration, and culture.
• Foster collaboration across HR, Resource Management, Talent Acquisition, business leadership, and other key stakeholders to deliver integrated talent solutions.
• Drive operational excellence through effective governance, measurement, technology enablement, and continuous improvement of talent and learning processes.

Qualifications

Required

• Bachelor's degree in Human Resources, Organizational Development, Education, Business, Psychology, or related field.
• 10+ years of progressive leadership experience in learning, leadership development, talent management, or organizational development.
• Experience leading enterprise-wide learning and talent strategies in a professional services, consulting, financial services, technology, or similarly knowledge-intensive environment.
• Experience supporting business growth, organizational transformation, workforce capability planning, and/or M&A integration efforts.
• Demonstrated success developing leaders and driving workforce capability transformation.
• Strong executive presence with the ability to influence and partner at senior leadership levels.
• Experience managing learning technologies and enterprise learning platforms.

Critical Leadership Competencies

• Strategic Workforce Planning
• Learning Innovation
• AI & Digital Fluency
• Change Leadership
• Talent Development
• Executive Influence
• Data-Driven Decision Making
• Business Partnership
• Organizational Effectiveness
• Customer and Client Focus
• Global Talent Strategy
• Organizational Capability Building
• M&A Talent Integration
• Workforce Transformation
• Strategic Growth Enablement

We are looking for a visionary leader who sees learning not as a support function, but as a strategic driver of growth, innovation, workforce transformation, and long-term business success.

Position based in the United States

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The estimated base salary range for this job is $200,000-$280,000. The range represents a good faith estimate of the range that Huron reasonably expects to pay for this job at the time of the job posting. The actual salary paid to an individual will vary based on multiple factors, including but not limited to specific skills or certifications, years of experience, market changes, and required travel. This job is also eligible to participate in Huron's annual incentive compensation program, which reflects Huron's pay for performance philosophy. Inclusive of annual incentive compensation opportunity, the total estimated compensation range for this job is $260,000-$364,000. The job is also eligible to participate in Huron's benefit plans which include medical, dental and vision coverage and other wellness programs. The salary range information provided is in accordance with applicable state and local laws regarding salary transparency that are currently in effect and may be implemented in the future.

Position LevelSenior DirectorCountryUnited States of America