Director of Wealth Management Training & Development

Cerity Partners•New York City, NY

1d•$140,000 - $180,000

About The Position

Position Summary: The Professional Development Director is focused on the training and development of individual colleagues. In partnership with other members of Cerity Partners University, subject matter experts across the organization, Human Capital, Practice Development, and local managers, this role will drive colleague development and career progression for Client-Facing-Colleagues across the firm. Reporting to our Chief Training and Quality Office, this role is responsible for designing and implementing individualized development strategies; development and delivery of training content; and aligning career pathways and progression with the firm’s objectives in partnership with the Human Capital function. The training and development of Cerity Partner colleagues, both new and tenured, is an integral part of our firm’s culture and growth strategy, and this role will be a large part of its success. Primary Responsibilities Talent Assessment & Development Planning Work closely with practice leaders and managers and the human capital team to identify capability gaps and emerging skill requirements across the practice in various wealth management and practice management disciplines, including technical knowledge, practical skills, and soft skills Partner with the Talent team to design and implement individualized development plans (IDPs) for professionals at all levels, from junior associates through partner Assess talent by providing detailed insights on strengths, development opportunities, and growth potential Collaborate with colleagues to create comprehensive training plans utilizing curriculum from Cerity Partners University, and other internal and external resources, as needed Curate and deliver targeted training for colleagues based on their needs, skill gaps, career goals, and career paths either individually or broadly across colleagues’ populations Coach and advise managers and colleagues on career progression, skill development, and learning pathways Ensure transparency and consistency in development expectations across practices Training Delivery and CPU Coordination Lead the execution of training at the practice levels, either through conducting training personally or leveraging existing training content from the central team or firm subject matter experts Develop colleague cohorts across different practices and deliver targeted training, sharing best practices, and/or rolling out key firmwide initiatives Evaluate the effectiveness of development initiatives and adjust approaches based on feedback and outcomes Stay current on industry best practices in professional development and learning methodologies Build relationships with external training providers and resources to supplement internal offerings Strategic Collaboration Partner with Human Capital and the Practice Development Office on colleague development, goal setting, performance review processes, and succession planning initiatives. Partner with the Practice Development Office to assess colleague skills to participate in the firm’s growth channels Collaborate with Human Capital and subject matter experts to align expectations on specific technical and practice management requirements for advancement along career path Align individual development plans with firm-wide talent strategy and business objectives Facilitate cross-functional collaboration to identify high-potential talent and critical skill gaps

Requirements

Bachelor’s degree and relevant advanced degrees (JD, MBA) and/or industry certifications (CFP, CFA, CPA)
5-10+ years of client-facing experience providing financial planning and/or wealth management services to clients
Strong coaching and consulting skills with the ability to build credibility at all organizational levels
Excellent interpersonal and communication skills, both written and verbal
Demonstrated ability to assess talent and provide constructive developmental feedback
Strategic thinking and business acumen
Consultative approach and relationship building
Analytical and diagnostic skills
Project management and organizational skills
Discretion and confidentiality in handling sensitive talent information
Adaptability and change management capabilities
Passion for developing people and advancing careers

Nice To Haves

2-5+ years of experience training in financial planning or wealth management
2-5+ years of experience mentoring less tenured colleagues
Experience with wealth management tools, e.g., eMoney, Orion, Addepar, Eclipse, Holistiplan, BNA, StockOpter
Experience with Custodian Platforms (Fidelity & Schwab), Salesforce, Claude (or similar AI tools)

Responsibilities

Work closely with practice leaders and managers and the human capital team to identify capability gaps and emerging skill requirements across the practice in various wealth management and practice management disciplines, including technical knowledge, practical skills, and soft skills
Partner with the Talent team to design and implement individualized development plans (IDPs) for professionals at all levels, from junior associates through partner
Assess talent by providing detailed insights on strengths, development opportunities, and growth potential
Collaborate with colleagues to create comprehensive training plans utilizing curriculum from Cerity Partners University, and other internal and external resources, as needed
Curate and deliver targeted training for colleagues based on their needs, skill gaps, career goals, and career paths either individually or broadly across colleagues’ populations
Coach and advise managers and colleagues on career progression, skill development, and learning pathways
Ensure transparency and consistency in development expectations across practices
Lead the execution of training at the practice levels, either through conducting training personally or leveraging existing training content from the central team or firm subject matter experts
Develop colleague cohorts across different practices and deliver targeted training, sharing best practices, and/or rolling out key firmwide initiatives
Evaluate the effectiveness of development initiatives and adjust approaches based on feedback and outcomes
Stay current on industry best practices in professional development and learning methodologies
Build relationships with external training providers and resources to supplement internal offerings
Partner with Human Capital and the Practice Development Office on colleague development, goal setting, performance review processes, and succession planning initiatives.
Partner with the Practice Development Office to assess colleague skills to participate in the firm’s growth channels
Collaborate with Human Capital and subject matter experts to align expectations on specific technical and practice management requirements for advancement along career path
Align individual development plans with firm-wide talent strategy and business objectives
Facilitate cross-functional collaboration to identify high-potential talent and critical skill gaps