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Senior Leadership Development Consultant at Edward Jones

Posted in Human Resources 30+ days ago.

This job brought to you by eQuest

Type: Full-Time
Location: St. Louis, Missouri





Job Description:

At Edward Jones, we help clients achieve their serious, long-term financial goals by understanding their needs and implementing tailored solutions. To ensure a personal client experience, we have located our 14,000+ branch offices where our more than 7 million clients live and work. A typical branch office has one financial advisor who meets with clients face-to-face and one branch office administrator who enhances the team's ability to build deep relationships with clients. Headquarters associates in St. Louis and Tempe provide support and expertise to help U.S. and Canada branch teams deliver an ideal client experience. Edward Jones currently has more branch offices than any other financial services firm, and we continue to grow to meet the needs of long-term individual investors.

Senior Leadership Development Consultant

The mission of Human Resources at Edward Jones is to ensure we have the talent, capabilities and culture to make a difference in clients’ lives. As part of HR Talent Management, the Leadership Development team is responsible for the talent processes and insights that ensure leaders are effective and ready for the future. We work as strategic partners with our HR Generalists and division leaders to impact the success of our firm's 5-Year Plan and achieving our 2020 Vision.


As a Senior Leadership Development Consultant, you'll have the opportunity to 1) partner with Sr. Leaders and across HR to diagnose the effectiveness and efficiency of our development system for women, supporting the growth and progressive contributions of our talent related to capabilities needed for future success, 2) shape the firm's approach to leadership development and the processes to enable it and 3) establish and execute change and measurement plans.  

Key Responsibilities



  • Collaborate with HR colleagues and Sr. Leaders to diagnose current and future business needs related to more effectively developing and progressing key talent through mid to senior level roles.




  • Assess existing development system components such as: workplace culture, performance and promotion systems, on-boarding, work/life support, mentoring, and leadership development programs and processes.




  • Design, deploy and manage a leadership development program to better enable the Firm's leadership pipeline.




  • Collaborate across Human Resources to create program design and intended outcomes, identify meaningful job rotations and development support, and create/align mentor and sponsorship programs.




  • Work collaboratively across the firm's talent teams to define expectations of leaders and align talent processes to those expectations. Create a strategy for measuring the effectiveness of our leaders at both the individual and aggregate level.




  • Develop and execute change plans, communication plans and a measurement strategy to ensure both short-term and long-term success.




  • Ensure alignment with Talent Management efforts and other core talent processes: competency models, job analysis, assessments & selection, performance management, engagement surveys, and workforce planning.




 



  • Degree in industrial-organizational psychology, organizational development, human resources, or a related area; Master’s preferred




  • 5 years’ experience designing and implementing large-scale talent initiatives and enterprise talent processes.




  • 2-5 years’ experience partnering with senior leaders to understand business needs and develop talent solutions.




  • 2 years’ experience designing and facilitating mentorship and sponsorship programs.




  • Strong skills in strategic thinking, project planning and execution, collaboration, influence, and adaptability.




  • Knowledge and practice around succession planning, high-potential assessment and development, leadership pipeline, experience-based leadership development, and onboarding.




  • Basic understanding of talent measurement and analytics