Director, Head of Learning & Development

CI Financial•US-NY-Midtown-101 Park Ave-3100, NY

2d•$200,000 - $220,000•Hybrid

About The Position

At Corient, we help high- and ultra-high-net-worth individuals and families to enjoy a full life, while enabling them to preserve their wealth for future generations, and provide for the people, causes and communities they care about. We focus on exceeding expectations, simplifying lives, and establishing legacies that last for generations. We are always looking for talented and motivated individuals to join our team. If you want to work for a company that values your contributions and supports your growth, we would like to meet you.

Requirements

Exceptional facilitation and presentation skills across in-person, virtual, and hybrid settings.
Strong learning design capability, including the ability to translate leadership concepts into practical, engaging learning experiences.
Excellent program and project management discipline, with the ability to manage multiple priorities, timelines, stakeholders, and deliverables.
Commercial acumen and the ability to connect learning programs to business priorities, client impact, and leadership effectiveness.
Strong stakeholder engagement skills, including the ability to build trust and influence without authority.
High emotional intelligence, executive presence, and credibility with senior leaders.
Data-driven mindset with the ability to measure program effectiveness and use insights to improve outcomes.
Digital fluency and comfort using learning platforms, collaboration tools, and emerging learning technologies.
Outstanding written and verbal communication skills, with strong attention to detail.
10+ years of experience in learning and development, leadership development, talent management, organizational development, or a related field.
Demonstrated experience facilitating leadership, professional development, or capability-building programs for professional audiences.
Proven ability to manage complex, multi-stakeholder programs from planning through execution and measurement.
Strong understanding of adult learning principles, leadership development practices, talent assessment, and program evaluation.
Bachelor’s degree required.
Must be 18 years of age or older.
Must have unrestricted work authorization to work in the United States. For U.S. employment opportunities, Corient hires U.S. citizens or permanent residents. Exceptions to these requirements will be determined based on shortage of qualified candidates with a particular skill. Corient will require proof of work authorization.
Must be willing to execute Corient’s Employee Agreement or Confidentiality and Non-Disclosure Agreement, which require, among other things, post-employment obligations relating to non-solicitation, confidentiality, and non-disclosure.

Nice To Haves

Experience managing high-potential, early career, and/or leadership development programs is strongly preferred.
Experience working in a high-growth, matrixed, partnership-oriented, professional services, financial services, consulting, or wealth management environment is a plus.
Advanced degree or relevant certifications in learning, coaching, leadership development, organizational psychology, or talent management preferred.
Strategic Doer: Combines strategic thinking with a practical, roll-up-your-sleeves orientation and strong execution discipline.
Credible Facilitator: Brings confidence, clarity, and presence in front of senior leaders, early career talent, emerging leaders, and cross-functional audiences.
Relationship Builder: Builds trust quickly and works effectively across HR, business leadership, external partners, and program participants.
Results Driven: Operates with urgency, accountability, and a commitment to measurable outcomes.
Highly Organized: Brings structure, rigor, and attention to detail to complex programs and stakeholder environments.
Curious and Adaptive: Continuously improves content, delivery, and learner experience based on feedback, data, and changing business needs.
Culture Carrier: Models Corient’s client-first, team-first, ownership-oriented culture and reinforces those behaviors through every program experience

Responsibilities

Conduct needs analysis and lead the design & delivery of development initiatives that align to business needs.
Craft learning strategies into well-executed, high-impact development experiences across audiences, levels, and geographies, ensuring alignment with enterprise strategy.
Facilitate live, virtual, hybrid, and cohort-based learning experiences with confidence & credibility.
Work with HR business partners, business leaders, and subject matter experts to identify learning needs, gather feedback, and continuously improve program relevance and impact.
Manage program calendars, participant communications, facilitator preparation, materials, logistics, and follow-up actions.
Track participation, feedback, learning outcomes, and program effectiveness; use insights to improve impact over time.
Support vendor coordination and external facilitator management where third-party learning partners are used.
Serve as a trusted partner to HR and business stakeholders, ensuring development programs are delivered with strong planning, communication, and execution discipline.
Build strong relationships with leaders and participants to ensure relevancy and alignment with business strategy.
Maintain clear project plans, milestones, dashboards, and status updates for learning and leadership initiatives.
Identify operational risks and proactively resolve issues related to scheduling, capacity, content, facilitation, vendor support, or participant engagement.
Bring a continuous improvement mindset, incorporating participant feedback, stakeholder input, and data.
Establish the Analyst & Associate Training Program and governance model. Identify key external partners, develop the curriculum, and own the day-to-day management and execution.
Partner with firm leadership and external partners to develop content that builds business acumen, client orientation, collaboration, and an ownership mindset for Corient’s early career talent.
Coordinate senior leader involvement, line managers, and mentors to ensure the program has strong visibility and enterprise support.
Manage participant experience, program logistics and communications.
Measure program outcomes, including participant, manager and business leader feedback.