Partner, Leadership and Organization Consulting

Modern Executive Solutions

3d•$225,000 - $250,000•Remote

About The Position

Modern Executive Solutions is seeking a Partner to lead in leadership, culture, and organizational consulting. This role requires a blend of deep expertise and entrepreneurial drive to grow the firm. The Partner will be the senior-most point of accountability for client relationships and engagements, responsible for shaping work strategy, expanding client relationships, and developing the consulting team. The ideal candidate will have a strong point of view on organizational and leadership evolution and translate this into impactful client work.

Requirements

Deep, applied expertise in leadership and organizational consulting — particularly leadership development and culture.
Understanding of the mechanics of how HR organizations operate: their structure, mandate, key processes (e.g., talent management, L&D, performance, rewards), and the challenges CHROs and their teams face. Depth sufficient to advise a C-suite client independently.
Strategic Thinking: Able to rapidly orient to a client’s business context, surface the underlying people and leadership challenges embedded in their strategy, and translate them into prioritized, actionable recommendations tied to measurable business impact.
Business Development: Able to identify, pursue, and close new client opportunities through both formal and informal channels — developing compelling proposals, pricing strategically, negotiating scope and terms, and managing the sale-to-delivery transition.
Problem-Solving: Structures ambiguous problems into solvable components, develops and tests hypotheses, and draws on qualitative and quantitative data to form conclusions. Brings intellectual rigor without making the process feel academic.
Top-Down Communication: Communicates with executives and boards in their language: crisp, jargon-free, and anchored in business context. Synthesizes complex findings into clear narratives that drive decisions rather than presenting inventories of information.
Facilitation: Designs and leads executive workshops and working sessions that generate insight, alignment, and commitment. Manages group dynamics confidently and ensures sessions produce concrete outputs.
Team Leadership: Sets clear expectations and creates conditions for teams to do their best work under deadline pressure. Provides direct, developmental feedback; staffs projects appropriately; and holds teams accountable without micromanaging.
Thought Leadership: Has a clear, differentiated point of view on at least one domain relevant to the firm’s work, grounded in experience and evidence. Able to articulate it in writing, conversation, and formal forums.
Confidence & Executive Presence: Commands credibility with C-suite and board members from the first interaction — through quality of thinking, clarity of communication, and composure. Does not defer unnecessarily or shrink from expressing a well-reasoned view a client may not want to hear.
Entrepreneurship: Approaches the Partner role as a builder, not just a deliverer. Takes ownership of growing the firm’s footprint in clients, capabilities, and reputation without waiting to be directed. Comfortable with the uncertainty of early-stage firm building.
Adaptability: Operates effectively across a wide range of client industries, functional contexts, and organizational cultures. Adjusts approach, tone, and method based on what the situation requires rather than defaulting to a single playbook.
Resilience: Maintains effectiveness and sound judgment under pressure, ambiguity, and adversity. Does not catastrophize setbacks or require external validation to stay grounded. Orients around long-term outcomes to grow the firm sustainably.
Innovative: Brings fresh thinking to familiar problems and resists “how we’ve always done it.” Actively seeks new ways of approaching problems and client service. Continuously tests ideas and adjusts to find the right solution.
7+ years of progressive experience in consulting or professional services, with demonstrated growth in scope of responsibility — from delivery contributor to engagement leader to client relationship owner.
Has owned the full arc of at least one (preferably multiple) client opportunities from initial conversation through signed engagement and successful delivery — including proposal development, pricing, contracting, and transition to delivery.
Has managed high-stakes engagements in people, leadership, and/or culture topics across at least two distinct industries. ‘Managing’ means accountable for the overall engagement (not only a workstream) in multi-stakeholder, ambiguous, or change-intensive contexts.
Has held financial accountability for client engagement budgets or broader organizational budgets, including scoping accurately, managing to margin, and making resourcing trade-offs under pressure.
Has served as the primary relationship owner — not just a delivery participant — for C-suite executives, including CHROs, CEOs, and other senior leaders on people and leadership matters.

Nice To Haves

Advanced degrees in organizational psychology, industrial/organizational (I/O) psychology, or related behavioral sciences are preferred, but not required.

Responsibilities

Serve as the senior-most point of accountability for major client relationships and engagements.
Act as a trusted advisor to C-suite executives, board members, and their direct reports on people, leadership, and culture topics.
Shape the overall strategy and direction of client engagements from scoping through delivery.
Ensure quality, timeliness, and measurable impact of all client-facing work.
Anticipate and proactively address evolving client challenges and strategic needs.
Lead the pursuit of new client relationships and expand existing accounts.
Develop and present proposals, pitch materials, and business cases to prospective clients, owning the full arc from initial conversation through signed engagement.
Identify cross-selling opportunities across firm service lines and practice areas.
Meet or exceed individual revenue and business development targets.
Build and leverage an external network of senior executives, decision-makers, and referral sources.
Lead and inspire consulting teams, setting clear expectations and creating conditions for high-quality work.
Provide timely, direct coaching and performance feedback that develops team members’ strengths and addresses areas of opportunity.
Staff projects appropriately and hold teams accountable to delivery standards.
Contribute to recruiting, onboarding, and retention of top consulting talent.
Model the firm’s values and ethical standards in all client and internal interactions.
Develop and articulate a clear, differentiated point of view on at least one domain relevant to the firm’s work.
Represent the firm externally through speaking engagements, publications, and media.
Contribute to the development of firm methodologies, tools, and intellectual capital.
Stay current on industry trends and bring fresh thinking to familiar client problems.
Build a recognized external brand as a subject matter expert.
Contribute to practice area strategy, growth initiatives, and firm-wide priorities.
Support the development of new service offerings, capabilities, and market positions.
Serve as an ambassador for firm culture and values with clients, recruits, and the public.