Team Lead: Functional Consultants

Isos Technology•Tempe, AZ

6d•Remote

About The Position

The FC Team Lead is the people leader and quality owner for the Functional Consultant team. The role directly supervises assigned FCs and owns their direction, performance, engagement, development, and readiness for staffing. Responsibilities include regular one-on-ones, goal setting, performance and HR reviews, development plans, compensation input, and helping FCs progress through the competency ladder with evidence-based calibration. The role establishes and maintains standards for configuration, process design, and solution documentation across engagements, conducts periodic quality reviews, coaches FCs, and escalates quality risks. It does not own engagement delivery, client relationships, or final staffing decisions; Engagement Leads and Project Management own delivery and client outcomes. The Team Lead provides skills-fit input at the weekly allocation forum and recommends assignments based on capabilities, client needs, and development goals. The Team Lead also owns the onboarding and development program for entry-level Junior FCs, including ramp plans, shadowing, billable-readiness criteria, coaching, and tracking time-to-billable. The position is primarily work from home and considers applicants throughout the United States. The work environment is remote-first or hybrid depending on location and business needs, with some travel expected for internal meetings and onsite client needs. Standard business hours generally apply, with flexibility and occasional early mornings, evenings, or extended hours as needed.

Requirements

At least 2 years of experience in a consulting role.
Experience leading, mentoring, or supervising consultants, formally or informally.
Hands-on experience with configuration and process design in Jira and other Atlassian tools.
Ability to balance team development and wellbeing with billable utilization targets.
Strong understanding of functional best practices and quality standards across client engagements.
Ability to identify skill gaps and turn them into practical development and training plans.
Excellent verbal and written communication skills with technical and business audiences.
Ability to partner with Engagement Leads, Project Management, the PMO, and peer Team Leads.
Ability to meet or exceed annual individual and team success metrics.
Ability to work in alignment with Isos culture and values.
Must be willing to participate in and successfully pass a background check and pre-employment drug testing.
Must be authorized to work in the United States.

Responsibilities

Own the performance, engagement, and growth of every FC on the team.
Serve as direct supervisor for assigned FCs, setting clear expectations, priorities, and standards.
Conduct regular one-on-ones with direct reports and document commitments and follow-ups.
Set goals with FCs at the start of each cycle and track progress throughout the year.
Complete performance and other HR reviews on schedule, providing specific, evidence-based feedback.
Address performance gaps early, document expectations and outcomes, and partner with People Ops on formal performance management when needed.
Monitor team engagement and morale and serve as the first escalation point for team concerns.
Create alignment between Isos direction and leadership and direct reports.
Support recruiting through candidate review, interviewing, and structured evaluation feedback.
Own the quality of configuration and process design across engagements staffed with FCs.
Define, document, and maintain functional standards for configuration, process design, and solution documentation in partnership with the Technical Solution Architect team.
Conduct periodic quality assurance reviews of FC work on active engagements and track findings to resolution.
Coach FCs based on QA findings and use recurring findings to refine standards and training.
Identify quality trends and risks across engagements and escalate them when appropriate.
Provide support for complex functional design questions and client situations.
Partner with peer Team Leads to maintain consistent standards across the organization.
Own each FC's development and growth within the organization.
Understand FC skills, strengths, and development opportunities to align talent with business needs and create growth plans.
Maintain a current view of each FC's career path and readiness for the next level or role.
Build promotion cases supported by engagement outcomes, QA results, client and peer feedback, and demonstrated competencies.
Counsel FCs on career options, including functional specialization, expansion into other practices, and movement toward lead or leadership roles.
Partner with leadership to inform consulting career development standards and expectations.
Understand FC skills, strengths, and development needs to inform staffing for new engagements.
Attend staffing meetings with current knowledge of each FC's skills, certifications, and capacity.
Recommend FCs for assignments based on skill fit, client need, and development goals.
Flag mismatches between demand and available skills and recommend options such as shadowing, pairing, or targeted training.
Advocate for stretch assignments that support development plans and promotion readiness while balancing client and utilization needs.
Raise workload, burnout, and prolonged underutilization risks for FCs on the team.
Own onboarding and development of entry-level talent.
Create and maintain onboarding for new Junior FCs, including documented processes, clear expectations, required training, and a defined ramp plan.
Own the Junior FC shadowing path, selecting engagements and experienced FCs, defining stage objectives, and tracking progress.
Define criteria for a Junior FC to become billable and coordinate with the Director of Consulting and Support Services when criteria are met.
Provide frequent coaching and feedback during ramp-up and adjust plans when progress stalls.
Partner with Engagement Leads and senior FCs to provide Juniors structured exposure to real client work.
Track time-to-billable for Junior FCs and use results to improve onboarding and shadowing.
Balance team development and wellbeing with billable utilization targets.
Meet or exceed annual individual and team success metrics and work in alignment with Isos culture and values.