Head of Learning & Development

Sequoia Financial Group Llc•Mayfield Heights, OH

About The Position

The Head of Learning & Development will build and lead the firm’s Learning & Development (L&D) function for the first time at a rapidly growing, $30B registered investment advisory firm. This role is both strategic and hands-on, responsible for professional development, technical training, leadership development, and compliance education across the organization, ensuring our people are empowered with the skills, knowledge, and mindset needed to deliver exceptional client outcomes and thrive in a dynamic, fast-paced environment. Operating in a fast-paced, entrepreneurial environment, the Head of L&D will serve as a key partner to executive leadership, helping prepare the workforce for the future of work—particularly as AI, automation, and emerging technologies reshape roles, skills, and career paths. The ideal candidate is a builder, comfortable creating structure where little exists, while remaining agile enough to evolve programs quickly as the business grows.

Requirements

15 - 20 years of progressive experience in the field of human resources and organizational development.
Prior experience building or significantly scaling an L&D function, preferably in a high-growth or entrepreneurial environment.
Demonstrated success leading small teams while remaining highly hands-on.
Strong understanding of learning technologies, digital learning platforms, and AI-enabled tools.
Proven ability to translate business strategy into practical learning solutions.
Experience in financial services, professional services, or similarly complex, regulated environments is preferred but not required.

Nice To Haves

Experience in a Registered Investment Advisor (RIA), wealth management, or broader financial services firm.
Familiarity with CFP®, CFA®, Series 65, and/or other industry credentialing processes and requirements.
Experience working with Learning Management Systems (LMS), e-learning platforms, and analytics tools.
Relevant certifications (e.g., CPLP/ATD, SHRM, coaching credentials).

Responsibilities

Develop and implement a firm-wide learning and development strategy aligned with business goals and team development needs.
Build a scalable framework for onboarding, skills development, career progression, and leadership readiness.
Serve as a strategic thought partner to senior leadership on organizational capability, performance, talent development and future-state skill requirements.
Lead the integration of AI-enabled learning tools, platforms, and analytics to personalize learning and increase scalability.
Anticipate how AI and automation will impact roles across the firm and proactively develop reskilling and upskilling initiatives.
Stay current on emerging learning technologies, workforce trends, and best practices, translating insights into practical programs.
Design and deliver programs that address both technical (e.g., financial planning, investment management, estate, risk management and tax compliance) and soft skills (e.g., communication, leadership, client service).
Partner with department leaders to identify knowledge and skill gaps, and tailor learning interventions accordingly.
Oversee the development and deployment of a modern learning ecosystem, including LMS selection/management, digital content, and in-person experiences.
Lead the design of a consistent and engaging onboarding program for new hires across all roles.
Ensure continuous education for advisors and internal teams, including required CE (Continuing Education), certifications, and regulatory compliance training.
Create and implement a leadership development roadmap for current and future leaders.
Introduce coaching, mentorship, and development programs to cultivate a strong leadership pipeline.
Align talent with the firm’s long-term business goals (e.g., growth, succession planning, service model evolution).
Support expansion into new markets or service offerings (e.g., tax planning, estate planning, family office services).
Design the org chart to reflect current needs and future growth
Ensure enough skilled professionals are in place to maintain service levels as client demand grows.
Enable advisors to focus on high-value client work by providing adequate support staff (e.g., paraplanners, client service associates).
Build, mentor, and lead a small but high-impact L&D team.
Set clear priorities and foster a culture of innovation, accountability, and continuous improvement.
Balance leadership responsibilities with hands-on execution, particularly in early stages of function development.
Define KPIs for learning effectiveness; assess program outcomes and continuously improve.
Monitor participation, satisfaction, and impact metrics; report to senior leadership and refine offerings based on feedback and outcomes.
Champion a culture of learning, growth, and feedback across the organization.
Support change management initiatives through targeted learning strategies that enable adoption and alignment.