VP, Head of New Advisor Talent Development & Strategy

Raymond James•Saint Petersburg, FL

2d•Hybrid

About The Position

The Head of Advisor Talent Development & Strategy is responsible for defining and executing the firm’s enterprise strategy for developing, accelerating, and sustaining advisor success across the full advisor lifecycle. This leader owns the integrated advisor talent ecosystem, including new advisor sourcing, development, teaming, and advisor practice readiness, ensuring advisors are fully prepared to build and sustain high-performing practices. This role goes beyond training and program oversight to serve as the architect of advisor talent strategy—connecting sourcing, development, teaming, coaching, and practice readiness into a unified model that drives advisor productivity, retention, and long-term firm growth.

Requirements

Bachelor’s: Business Administration
General Experience - More than 15 years
Manager Experience - 10 to 15 years

Nice To Haves

Less than 25% travel

Responsibilities

Define and execute enterprise advisor talent strategy focused on early-career advisor success and long-term pipeline health.
Build integrated frameworks connecting sourcing, onboarding, development, teaming, and practice execution.
Establish advisor success metrics tied to business outcomes, not program completion.
Lead onboarding, training, and development programs for new financial advisors.
Design structured career pathways from new advisor to established producer and team contributor.
Define competency models and milestone-based development expectations.
Own enterprise new advisor teaming strategy and governance.
Create structured processes to identify and match: Solo advisors seeking team environments, Teams seeking growth talent.
Define and operationalize “practice readiness” across advisor lifecycle stages.
Ensure advisors are prepared to run a business, not just complete training.
Build readiness standards across: Business planning & strategy, Client acquisition and growth capability, Practice management fundamentals, Technology and CRM proficiency, Team readiness and delegation models.
Establish readiness assessments and transition benchmarks.
Define coaching standards and scalable coaching models for new financial advisors.
Improve new advisor experience across onboarding, development, teaming, and early practice stages.
Build mentoring, peer networks, and advisor communities.
Lead integration of AI, digital learning, and analytics into advisor development and readiness.
Partner with technology teams to improve advisor productivity and personalization.
Continuously modernize advisor development tools and frameworks.