Director of Talent Management

Position Summary

Epstein Becker Green is seeking a strategic and forward-thinking Director of Talent Management to lead the design, modernization, and execution of the firm’s enterprise-wide talent strategy in support of broader people's strategy. This leader will oversee the full talent management lifecycle for attorneys and business professionals and will build an integrated talent management framework that encompasses leadership development, employee professional development, career pathways, performance feedback, mentorship, compliance learning, engagement and succession planning.

The Director will lead the development of a technology supported function that aligns development, engagement, and performance to the firm’s long-term strategic goals. This is a highly visible role that will partner closely with Human Resources, firm leadership, Practice Management and the Talent Development Governance Council.

Responsibilities

Key Responsibilities

• Strategic Leadership
• Serve as a strategic advisor to the CHRO, Senior Management, Practice Group Leaders, and office leadership.
• Build and lead a centralized Talent Management function that delivers a consistent development experience across all offices.
• Design an employee-focused talent roadmap that advances attorneys and business professional development in alignment with the firm’s long-term strategy.
• Leadership Development & Succession
• Design and launch multi-level leadership programs for emerging leaders, senior attorneys, Income Partners, and Shareholders.
• Implement succession planning frameworks and readiness assessments aligned with firm priorities.
• Partner with firm leadership to identify high-potential talent and accelerate leadership pipelines.
• Employee Development
• Develop a structured, competency-based career framework for all employees.
• Build role-specific learning paths, technical capability programs, and client-facing skill development including CLE.
• Influence the attorney onboarding experience from Day One, including training frameworks and online learning strategy.
• Partner with HR Business Partners and Practice Management to identify firmwide and functional skill needs.
• Performance & Evaluation
• Lead the modernization of performance evaluations for attorneys and business professionals, ensuring competency alignment, developmental conversations, and actionable outcomes.
• Integrate performance data into development plans, talent reviews, and succession processes.
• Employee Engagement & Voice of the Firm
• Build and own the firm’s engagement strategy, including annual surveys, pulse checks, focus groups, and thematic analyses.
• Translate insights into actionable programs that strengthen retention, culture, and the employee experience.
• Mentorship & Sponsorship Programs
• Manage structured mentorship and sponsorship programs for associates, senior attorneys, and business professionals.
• Implement matching frameworks, tracking mechanisms, and outcome-based reporting.
• Learning & Compliance Technology
• Serve as business owner for the firm’s Learning Management System (LMS) and related HR technologies.
• Drive adoption, design governance standards, and integrate learning data with HRIS and performance systems.
• Oversee firmwide compliance training with automated tracking and audit readiness.
• Data, Insights & Analytics
• Develop a measurement framework for learning impact, performance trends, leadership readiness, and progression outcomes.
• Use data to identify development gaps, retention risks, and strategic opportunities.
• Team Leadership
• Lead and mentor a team of 3-4 training and learning professionals.
• Build capacity, strengthen instructional design capabilities, and foster a high-performance culture.
• Ensure programs are delivered consistently across all offices.
  
  

Qualifications

Qualifications

• 10 years of progressive experience in Talent Management, Talent Development, Learning & Development, Organizational Development, or related fields.
• Prior experience working in a law firm, professional services environment, or highly matrixed organization strongly preferred.
• Demonstrated success designing and implementing enterprise talent strategies, including leadership development, attorney or professional development, and performance management.
• Strong knowledge of LMS platforms, learning systems, and HR technology integrations.
• Expertise in learning strategy, competency frameworks, and career architecture.
• Exceptional relationship-building skills with partners, senior leaders, and cross-functional stakeholders.
• Ability to build and lead a high-performing team and manage complex programs across multiple offices.
• Strong analytical mindset with experience using data to influence decision-making.
• Excellent communication, facilitation, and presentation skills.
  
  

Why This Role Matters

This role is foundational to EBG’s strategic direction. The Director will design the systems, programs, and experiences that shape how attorneys and business professional grow, lead, and succeed for years to come — transforming Talent Development from a collection of disconnected activities into a cohesive, strategic function that strengthens the firm’s culture, talent pipeline, and client value proposition.

The expected salary range for this position ranges from $180,000-$220,000. It is not typical for offers to be made at or near the top of the range. Salary offers are based on a wide range of factors including relevant skills, training, experience, education, and, where applicable, licensure or certifications obtained. Market and Firm factors are also considered. In addition to the base salary and a generous employee benefits package, successful candidates are eligible to receive a discretionary bonus.

Epstein Becker Green is an Equal Opportunity Employer.

Pay Range

USD $180,000.00 - USD $220,000.00 /Yr.