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Director, Talent Management
Director, Talent ManagementRiveron • Washington, DC, United States
Director, Talent Management

Director, Talent Management

Riveron • Washington, DC, United States
[job_card.variable_days_ago]
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  • [job_card.full_time]
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Director, Talent Management

Base pay range : $150,000.00 / yr - $200,000.00 / yr

The Director, Talent Management serves as a critical business partner to the CEO, Executive Leadership Team (ELT), and firm leaders. This role leads performance management and talent lifecycle activities for Managing Directors (MDs) and MD+ populations, ensuring alignment with firm strategy, business objectives, and a consistent experience across segments. The leader will drive the evolution of Riveron’s talent processes—bringing rigor, insight, and high‑touch partnership to elevate performance, development, and succession across the organization.

Reporting directly to the Senior Director of Resource Management, the Director, Talent Management navigates highly confidential and complex people matters with exceptional judgment, emotional intelligence, and business acumen.

What You'll Do

Business Partnership

  • Serve as a trusted advisor and strategic partner to the CEO, segment leaders, and the ELT.
  • Proactively identify opportunities for process improvement and enhance leadership effectiveness within a fast‑paced, professional services environment.
  • Provide objective guidance on decisions grounded in data, performance insights, and an understanding of firm culture, values, and DE&I priorities.

Performance Management (MD / MD+ Focus)

  • Lead and continually enhance a best‑in‑class performance management function dedicated to the MD and MD+ population.
  • Serve as a deeply engaged, senior‑level resource who ensures year‑round visibility, coaching, maintenance, and support around MD performance.
  • Partner closely with Finance to source, validate, and share quantitative performance metrics regularly and on demand.
  • Deliver clear analyses and insights to leadership that enable accurate tracking, real‑time feedback, early identification of issues, and recognition of strong performance with the MD / MD+ community.
  • Collaborate with the CEO and ELT to set expectations, communicate progress, and manage performance cycles end‑to‑end.
  • Act as a performance advocate, supporting leaders and MDs to drive growth, development, and overall success.
  • Evaluate and update MD performance profiles, metrics, and weightings to align with firm strategy and evolving business needs.
  • Partner with HRBPs and Compensation to design, communicate, and execute all performance‑related processes (scorecard creation, data feeds, check‑ins, year‑end reviews, calibration sessions, etc.).

    • Scorecard Leadership

  • Own and drive the complete MD / MD+ scorecard lifecycle, ensuring clarity, accountability, and alignment across segments.
  • Collaborate with the ELT and segment leaders on scorecard inputs, priority areas, and weightings—ensuring consistency and a firmwide perspective.
  • Serve as the central coordination point and provide ongoing visibility into performance (aligning with Finance on data inputs), which allows for dialogue with the MDs and leadership on where intervention / engagement is needed.
  • Facilitate ELT discussions, performance readouts, and feedback loops to maintain visibility into progress and areas of intervention.

    • MD Integration & Talent Insights

  • Establish a consistent, standardized approach to MD integration and talent evaluation across all segments.
  • Provide independent, objective insight into MD performance—recognizing that data is informative but not always definitive.
  • Support leadership in understanding top and bottom performers, contextualizing results, and ensuring fair, productive dialogue about talent decisions.

    • Succession & Election Cycle Support

  • Partner with segment leaders and the ELT to assess succession scenarios, evaluate MD+ pipeline strength, and identify future leadership candidates.
  • Develop plans to accelerate readiness for key roles (account, channel, market, etc.) and ensure long‑term bench strength for the firm.

    • Expertise & Leadership

  • High emotional intelligence with a presence that conveys credibility, trust, and sound judgment.
  • Deep understanding of professional services, client delivery models, and performance dynamics in a consulting environment.
  • Strong business and financial acumen with the ability to interpret metrics and guide talent strategy accordingly.
  • Experience partnering with senior executives and influencing at all levels of the organization.

    • Skills & Attributes

  • Exceptional discretion with sensitive, confidential information.
  • Operationally strong with the ability to design, implement, and optimize talent processes that scale.
  • Skilled at prioritization, negotiation, and managing multiple, competing business needs.
  • Think strategically and operate with a high level of ownership.
  • A natural coach and mentor with the ability to challenge constructively and supportively.

    • Reporting Structure

  • Reports to the Senior Director, Resource Management.
  • Manages one direct report.
  • Regular interaction with the CEO and Executive Leadership Team.

    • About Riveron

    At Riveron, we partner with clients—from global multinationals to high‑growth private entities—to solve complex finance challenges, guided by our DELTA values : Drive, Excellence, Leadership, Teamwork, and Accountability. Our entrepreneurial culture thrives on collaboration, diverse perspectives, and delivering exceptional outcomes. We are committed to fostering growth, both for our clients and our people, through mentorship, integrity, and a client‑centric approach. This inclusive environment offers flexibility, progressive benefits, and meaningful opportunities for impactful work that supports well‑being in and out of the office.

    Fraud Alert

    Please beware of fraudulent schemes or impersonations when going through the job application process. A Riveron employee will never recruit via text or extend unsolicited employment offers. Additionally, a Riveron employee will never ask you to exchange money or purchase anything as part of the recruiting process.

    We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.

    Equal Opportunity Employer – We are an Equal Opportunity Employer and believe that we are stronger together through our diversity. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, age, national origin, disability status, protected veteran status, sexual orientation, gender identity or any other characteristic protected by law.

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