New Hire Experience Manager, Leadership and Human Potential
Learning and Development (L&D) at Deloitte aims to bring out the best of every person and the best of every team, so that we can deliver the best of Deloitte to our clients. Our focus includes:

• Bringing out the leader in every person
• A holistic approach to development that emphasizes not just education, but also self-awareness, exposure to real-world problems, and connections to people
• Positioning our people to help tackle some of the most complex issues in business, our communities and society at large.

The team
Deloitte Leadership and Human Potential is focused on delivering a leading-edge, branded learning experience across the firm, emphasizing human capabilities as complementary to technical capabilities, and setting the standard for creating growth-oriented and inclusive professionals and leaders for the future of work. Deloitte Leadership and Human Potential will include focus areas ranging from the humanities - integrating purpose; diversity, equity and inclusion; well-being; Enduring Human Capabilities (curiosity, informed agility, resilience, connected teaming, divergent thinking, and social and emotional intelligence)-to coaching and leading people and teams, communications, growth and sales, industry and market skills, and client leadership.
This role is part of the Experience Architecture subteam, which creates learning experiences (virtual, live in-person, and hybrid) for professionals transitioning into new roles. Examples include milestone programs for newly hired and promoted leaders, development supporting the Partner/Principal/Managing Director lifecycle, coaching and transition support, and the new hire and intern experiences, which this role will co-manage.
Work you'll do
The Welcome to Deloitte new hire experience supported more than 70,000 U.S. Firms' new hires and interns last year. Through the DLaunch orientation program, a support network, and a suite of digital tools, we aspire to help each newcomer feel valued, connected, and empowered to serve the firm and our clients. This role will:

• Drive the strategy, design, implementation, DStart and Cura technology, and impact measurement of the support networks established for new hires and interns, including, but not limited to:

• Onboarding Advisor (OBA) buddy
• Coach
• New hire peer cohort
• Hiring managers and project teams

• Oversee the management and effectiveness of a faculty pool for new hire programs (currently includes DLaunch and DLaunch: Intern), including measurement and recognition approach and execution, faculty recruitment and preparation, and related escalations

• Serve as coach and team lead to a CL4 Development Specialist responsible for faculty sourcing, preparation, and scheduling

• Measure and interpret the impact of the new hire experience, including, but not limited to:

• Voice of the customer data collection (surveys, focus groups, interviews), processing and interpretation
• New Hire by the Numbers operational metrics
• Socialization of results with business and Enabling Areas teams (e.g., Call Center, ITS Asset Management, DTE, Benefits, etc.)

• In partnership with New Hire Portfolio Design Manager, tailor the new hire experience with interventions targeted to talent model, hiring type, business, and other criteria
• Initiate strategic efforts to improve the new hire experience, working with the New Hire Operations Working Group (OWG), a collection of Talent Services Delivery, Talent Services Employee Lifecycle Events (ELE), One Team, ITS, Talent Acquisition, Talent teams and others, to streamline new hire operations and resolve issues

• Measure specific elements of the new hire experience, share with stakeholders regularly, and facilitate interventions
• Observe and experience elements of the portfolio to identify opportunities
• Synthesize faculty, participant, and stakeholder input to drive decisions

• In partnership with New Hire Portfolio Design Manager, set annual new hire portfolio priorities in alignment with firm, Talent, and Development CoE priorities and allocate resources to execute
• Maintain alignment with US India new hire portfolio team related to strategic projects and ongoing operations
• Field inquiries from external clients, Deloitte professionals, and global Member Firms related to new hire processes

Qualifications
Required:

• Bachelor's Degree
• Minimum 8 years relevant experience
• 4 years of related experience in leader development, performance improvement, human capital management, strategy and operations, I/O psychology, learning or equivalent area
• Significant program management experience in successfully planning, managing and delivering multiple, concurrent, and complex work streams in a matrixed organization with aggressive timelines
• Experience driving organizational change or digital transformation projects
• Strong command of Microsoft Office skills and ability to produce high-quality deliverables:
• In Excel, aggregate and analyze operational data to identify insights and trends
• In PowerPoint, tell a logically structured, succinct, and compelling story tailored to your audience; identify clear and actionable asks
• In Word, create clear, concise, professional communications and resources
• In Teams, effectively collaborate with team members and stakeholders to maximize efficiency and version control
• Up to 10% travel required
• Must be legally authorized to work in the United States without the need for employer sponsorship, now or at any time in the future

Preferred:

• Prior Professional Services, Consulting, or partnership experience
• Process orientation that spans management of the details and understanding of the bigger picture
• Demonstrated experience in influencing others and driving actions from those outside of a direct reporting relationship
• Ability to work independently and effectively in a fast-paced, remote environment
• Bias for action, driving quickly to outcomes and willing to take and learn from risks
• Outstanding communication and interpersonal skills, with the ability to build relationships with all levels within the firm

The wage range for this role takes into account the wide range of factors that are considered in making compensation decisions including but not limited to skill sets; experience and training; licensure and certifications; and other business and organizational needs. The disclosed range estimate has not been adjusted for the applicable geographic differential associated with the location at which the position may be filled. At Deloitte, it is not typical for an individual to be hired at or near the top of the range for their role and compensation decisions are dependent on the facts and circumstances of each case. A reasonable estimate of the current range is $85,000-$160,000
You may also be eligible to participate in a discretionary annual incentive program, subject to the rules governing the program, whereby an award, if any, depends on various factors, including, without limitation, individual and organizational performance.
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