Head of Practice Management

Rockefeller Capital Management•Hamilton Township, NJ

12h

About The Position

Rockefeller Capital Management was established in 2018 as a leading independent financial advisory services firm. Originally founded in 1882 as the family office of John D. Rockefeller, the Firm has evolved to offer strategic advice to ultra- and high-net-worth individuals and families, institutions, and corporations from offices in 33 markets throughout the United States, as well as an office in London. The Firm oversees $212 billion in client assets as of April 30, 2026. The Head of Practice Management, is responsible for driving advisor team effectiveness, business growth, and long-term sustainability across multiple regions for Rockefeller Global Family Office. This role partners closely with Advisors and regional leadership teams to deliver structured business planning, team optimization, operational efficiency, and client experience enhancements. The role combines strategic advisory, facilitation, coaching, and firm engagement, serving as both a trusted thought partner to Advisors and an execution leader translating firm capabilities into measurable outcomes at the team level.

Requirements

12+ years of experience in wealth management, investment advisory, practice management, or related leadership roles
Proven experience advising senior Advisors or leadership teams on business strategy and organizational design
Strong facilitation skills with experience leading executive level workshops and planning sessions
Demonstrated ability to coach leaders and teams through change and growth
Deep understanding of advisor team dynamics, compensation structures, and operating models
Executive presence with the ability to influence without direct authority
Strategic thinking with practical execution mindset
Strong business acumen and analytical capability
Exceptional communication, coaching, and facilitation skills
High emotional intelligence and ability to build trust
Comfortable operating across ambiguity and diverse advisor business models
Ability to balance firm priorities with advisor customization

Responsibilities

Practice Management Leadership: Own and deliver the end‑to‑end practice management engagement model, serving as a partner to Advisors on business model design, growth strategy, team evolution, and long‑term sustainability. Lead structured consultations, team assessments, strategy workshops, and business planning sessions, culminating in clear proposals and actionable execution roadmaps.
Business Planning & Growth: Lead annual and mid‑year business planning sessions with Advisors focused on strategic vision, organic growth, business development, cost discipline, and succession readiness. Translate planning outputs into prioritized initiatives, success metrics, and follow‑through actions that drive sustained growth and reinforce advisor brands.
Team & Talent Optimization: Diagnose team structure, capacity, and performance, including role clarity, coverage, skill gaps, hiring needs, and career paths. Coach Advisors on effective leadership, feedback, performance management, and engagement, and provide targeted one‑on‑one coaching to team members as appropriate.
Operational Efficiency & Firm Leverage: Improve how Advisor teams manage time, workflows, and processes by promoting best practices for efficiency, coverage models, and execution. Act as a connector between advisor teams and firm resources to strengthen coordination and outcomes.
Client Experience Excellence: Assess and redesign client experience models as practices grow, implementing segmentation, tiering, onboarding, and engagement frameworks. Ensure service models are scalable and aligned with client complexity, size, and expectations while maintaining a consistent, high‑quality client experience.
Culture, Engagement & Thought Leadership: Reinforce strong team cultures grounded in accountability, collaboration, and engagement. Increase participation in firm initiatives, peer groups, and leadership forums; contribute to firm thought leadership and learning programs; and proactively identify and address early indicators of team health or performance risk.