National Director – Talent Enablement, Inclusion & Belonging

About This Role

The National Director, Talent Enablement, Inclusion \& Belonging is a senior leadership role within the Talent organization, responsible for leading and integrating several critical firmwide functions that shape the employee experience and support the firm’s business priorities.

Reporting to the Chief Talent Officer, this role provides leadership and accountability across talent enablement, inclusion \& belonging, and key people operations functions. The National Director works in close partnership with the CTO and other senior Talent leaders to ensure strong execution, alignment, and consistency across these areas, translating strategy into effective programs, processes, and outcomes.

This role is intentionally designed to bring cohesion, operational discipline, and leadership focus to complex Talent work that spans multiple teams and areas of expertise. What You Will Do: Leadership \& Integration* Provide senior leadership across multiple Talent functions, ensuring alignment with the firm’s Talent strategy and priorities.

• Partner closely with the Chief Talent Officer and Talent leadership team to translate strategic direction into coordinated execution.
• Drive integration across teams to improve clarity of ownership, reduce duplication, and strengthen delivery.
• Contribute to Talent leadership discussions and decision‑making through sound judgment, data‑informed insights, and practical recommendations.

Talent Enablement, Performance \& Engagement

• Lead the firm’s approach to performance management and engagement, ensuring alignment with firm values, business needs, and reward practices.
• Ensure performance, feedback, and engagement processes are practical, scalable, and consistently applied across the firm.
• Strengthen the connection between performance expectations, development, engagement, and rewards.

Inclusion \& Belonging* Lead the firm’s Inclusion \& Belonging efforts as an integrated component of the Talent organization.

• Ensure inclusion is embedded into talent programs, leadership practices, and performance processes rather than operating as a standalone function.
• Oversee inclusion initiatives, networks, and conference strategy, with a focus on impact, consistency, and alignment with firm priorities.
• Partner with leaders across the firm to support inclusive leadership and a culture of belonging.

People Operations \& Total Rewards* Provide senior leadership for Total Rewards, including compensation and benefits, ensuring market competitiveness, internal equity, and appropriate governance.

• Oversee People Operations, including HR Shared Services, Payroll, HRIS, and HR Analytics, with accountability for operational effectiveness, compliance, and service delivery.
• Ensure people operations are well‑managed, reliable, and able to scale with the firm’s growth.
• Use workforce data and insights to inform decision‑making and continuous improvement.

M\&A and Process Management* Provide leadership oversight of people‑related M\&A integration, ensuring effective onboarding, operational alignment, and integration of acquired teams.

• Lead Talent process management and improvement efforts to streamline workflows, reduce complexity, and improve execution.
• Serve as the accountable leader for major Talent initiatives and cross‑functional projects within scope.

Leadership \& Team Accountability* Lead and develop senior leaders across Talent Enablement, Inclusion \& Belonging, and People Operations.

• Establish clear priorities, expectations, and accountability across teams.
• Foster collaboration, disciplined execution, and leadership development within the Talent organization.
• Support continuity and succession planning for key roles within scope.

Minimum Qualifications:* 18\+ years of progressive experience in Talent, Human Resources, or People Operations, including senior leadership responsibility.

• Proven experience leading complex, multi‑disciplinary teams within large or scaling organizations.
• Strong expertise across people operations, total rewards, performance management, and inclusion, with the ability to apply sound judgment and discretion at senior leadership levels.
• Excellent communication, influence, and relationship‑building skills, with a track record of partnering effectively with leaders.

Preferred Qualifications:* Bachelors or Masters Degree

• SHRM\-SCP or SPHR
• Experience supporting professional services, consulting, or similarly complex client‑driven organizations