Director, Talent Acceleration

What you will do

You are accountable for the enterprise standards, systems, and programs that enable talent readiness, capability development, and sustained performance across Trilliad. This means you own the end-to-end Talent Acceleration ecosystem — onboarding, professional growth, employee listening, and culture activation — ensuring these capabilities are cohesive, scalable, commercially aligned, and operationally excellent.

You shape how teammates are brought into the organization, developed throughout their tenure, heard and understood, and enabled to deliver client value and business outcomes. You operate at the intersection of strategy and execution, translating enterprise talent priorities into programs that work in practice, and translating service line needs into enterprise coherence. You are accountable for building a high-performing Talent Acceleration team that models disciplined execution, systems thinking, and service-oriented leadership.

Your accountability extends beyond program delivery to organizational impact: you ensure onboarding accelerates time-to-productivity and reduces early attrition, development programs build capability that drives business results and career progression, listening mechanisms generate actionable insight that informs retention and culture strategies, and culture activation reinforces The Trilliad Agreement and Leadership Principles in observable ways.

You partner with Service Line Heads of Talent, Talent Operations, Talent Attraction, Marketing, and business leaders to ensure the Talent Acceleration ecosystem is integrated across the employee lifecycle and responsive to evolving business needs. You drive continuous optimization through intelligent technology and agentic AI adoption, ensuring efficiency and scalability without compromising quality or trust.

Which means that on a day-to-day basis, you will:

Onboarding and Early Tenure Enablement

• Oversee Trilliad's global onboarding experience (the Difference-Maker Onboarding System), ensuring new hires are culturally grounded and role-aware by the end of week one, fully operational by the end of month one, and working autonomously and delivering value by the end of month three
• Partner with Talent Attraction, Talent Operations, and Service Line Heads of Talent to ensure seamless handoffs from offer acceptance through early performance and sustained productivity
• Evaluate onboarding effectiveness continuously using time-to-productivity metrics, early attrition data, and new hire feedback to inform program refinement
• Drive efficiency and optimization in employee onboarding through ongoing adoption of intelligent technology and agentic AI

Professional Growth and Capability Development

• Direct the design and delivery of Trilliad's professional growth ecosystem, including learning architecture, development pathways, growth and competency frameworks, and management and leadership enablement programs
• Establish and steward design standards for all enterprise learning and development programs to ensure quality, relevance, and alignment with business priorities and strategic initiatives
• Partner with Service Line Heads of Talent to co-design capability-building initiatives that reflect real business needs while maintaining enterprise coherence and scalability
• Ensure development programs are outcome-oriented, tied to business needs and strategic initiatives as well as teammates' growth expectations, career progression, and readiness for next-level roles
• Oversee internal facilitation models, external vendors, and learning technologies to ensure high ROI, adoption, and sustained impact
• Drive efficiency and optimization in learning and development through ongoing adoption of intelligent technology and agentic AI

Employee Listening and Experience Insight

• Steward Trilliad's employee listening ecosystem from candidate surveys through exit interviews, ensuring mechanisms are credible, ethical, and used to drive business outcomes and create client value
• Establish a disciplined cadence for listening, insight synthesis, and action planning at enterprise and service line levels in collaboration with Heads of Talent
• Translate listening data into clear, actionable insights that inform talent priorities, culture initiatives, leadership development, and retention strategies
• Partner with Heads of Talent and Service Line leaders to ensure feedback results in visible action and sustained improvement that builds trust and organizational capability
• Drive efficiency and optimization in employee listening through ongoing adoption of intelligent technology and agentic AI

Cultural Activation and Internal Communications

• Partner with Marketing to ensure internal communications, culture activation, and enablement programs land with clarity, consistency, and impact across the organization
• Ensure Talent Acceleration programs reinforce The Trilliad Agreement and Leadership Principles in practical and observable ways that shape day-to-day behavior and decision-making
• Lead or contribute meaningfully to enterprise-wide culture initiatives, including Culture Guide development and culture training programs
• Shape post-acquisition integration approaches to ensure enablement experiences are harmonized without losing momentum or trust during organizational transitions

Team Leadership and Development

• Direct and develop a high-performing Talent Acceleration team that models disciplined execution, systems thinking, and service-oriented leadership
• Allocate resources and prioritize team efforts to ensure the Talent Acceleration ecosystem delivers enterprise impact while remaining responsive to service line needs
• Coach and develop team members to build capability in program design, stakeholder partnership, data-driven decision-making, and change leadership

How you’ll do it

Because how we do things matters just as much as what we do at Trilliad, our Leadership Principles should act as a compass directing the everyday behavior of every teammate across the organization:

Growth Obsessed. For our business, our clients, and our Selves.	Create Client Value. Become irreplaceable
Business is Personal. Cultivate relationships. Make space for connection. Care about each other.	Tighten-Up. Focus, discipline, and rigor count.
Lighten-Up. Humor and laughter deepen bonds.
Strategy Without Execution Is Just Dreaming. Hope is not a strategy. Vision matters—so does execution.	You Have the Ball. Be accountable. Take action. Go the distance.
Be One Team. No lone wolves. Have each other’s back and help each other out.	Run Towards Problems. Symptoms signal deeper causes. Find the root.
Raise The Bar. Good is the enemy of great. Better never stops—be a Difference-Maker!	Have the Hard Conversation. Be direct and empathetic. Speak the truth, kindly. Feedback is a gift.
Confusion Is a Choice. Stay curious—Seek to understand. Share context—seek to be understood.	Celebrate Results. Make recognition a habit. Shine a light on what’s working, big or small.
The Journey Matters. Meaningful work takes time. Be patient. Think: the next 90 days and the next 10 years.	Think “We” not “Me.” Prioritize what’s best for the business, the team, and the journey.

What You’ll Bring – Skills, Knowledge, and Experience

All Difference-Makers are expected to meet the Trilliad Standard for Transferable Skills and Knowledge, which defines the core capabilities every teammate must bring—regardless of role, function, or level.

Trilliad transferable skills	Trilliad transferable knowledge
· Contextual Awareness · Critical Reasoning and Thinking · Data/Analytic Acumen · Empathy · Judgment and Discernment · Moral Courage · Pattern Recognition and Systems Thinking	· AI Literacy · Responsible and Effective AI Use · Trilliad’s Business and Commercial Context

The following domain-specific Skills, Knowledge, and Experience are additionally required in order for you to be great in this role.

Domain-specific skills

• Enterprise learning architecture and program design — You design scalable learning ecosystems that balance enterprise coherence with business unit specificity, ensuring development programs are outcome-oriented and tied to both business needs and individual career progression.
• Employee listening methodology and insight synthesis — You design and operate listening mechanisms that generate credible data, translate that data into actionable insights, and partner with leaders to ensure feedback results in visible organizational improvement.
• Onboarding system design and time-to-productivity optimization — You architect onboarding experiences that accelerate new hire readiness and reduce early attrition by balancing cultural grounding, role-specific enablement, and early performance support.
• Stakeholder partnership and cross-functional influence — You build and sustain partnerships with Service Line Heads of Talent, business leaders, and enabling functions to co-design programs that meet real needs while maintaining enterprise standards.
• Change leadership and culture activation — You translate culture frameworks and leadership principles into practical programs and communications that shape observable behavior and reinforce organizational identity during growth and integration.
• Data-driven program evaluation and continuous improvement — You use time-to-productivity metrics, attrition data, feedback scores, and adoption rates to evaluate program effectiveness and make evidence-based refinements.
• Intelligent technology and AI adoption for talent enablement — You identify and implement intelligent technology and agentic AI solutions that drive efficiency and scalability in onboarding, learning, and listening without compromising quality or trust.

Domain-Specific Knowledge

• Talent acceleration ecosystem design across the employee lifecycle — You understand how onboarding, development, listening, and culture activation intersect and reinforce one another, and you design programs that create coherence rather than fragmentation across the employee experience.
• Adult learning principles and capability development frameworks — You know how adults learn, how capability is built over time, and how to design development pathways that are role-relevant, outcome-oriented, and aligned with career progression.
• Employee listening best practices and ethical data use — You understand how to design listening mechanisms that generate credible data, protect confidentiality, and translate feedback into action without eroding trust or creating survey fatigue.
• Organizational culture frameworks and behavioral change models — You know how culture is activated through systems, communications, and leadership behavior, and you design interventions that reinforce desired culture in practical and observable ways.
• Post-acquisition integration and talent harmonization — You understand the talent risks and opportunities inherent in M&A activity, and you design enablement approaches that harmonize experiences and build trust during organizational transitions.
• HR technology landscape for learning, listening, and onboarding — You know the capabilities and limitations of learning management systems, employee listening platforms, onboarding tools, and emerging AI-enabled solutions, and you make informed build-versus-buy decisions.

Domain-specific experience

• 10+ years in talent development, organizational effectiveness, or HR leadership roles with progressive accountability for enterprise-scale programs and team leadership.
• Demonstrated experience designing and operating talent acceleration ecosystems (onboarding, learning, listening, culture) in organizations with 500+ employees, including accountability for program outcomes and organizational impact.
• Proven track record leading cross-functional partnerships with business leaders, service line heads, and enabling functions to co-design and deliver talent programs that meet real business needs.
• Experience building and leading high-performing teams responsible for talent enablement, learning and development, or organizational effectiveness, including coaching and developing team members.
• Direct accountability for program evaluation and continuous improvement using data (e.g., time-to-productivity, attrition, feedback scores, adoption rates) to inform design decisions and demonstrate ROI.
• Experience leading or contributing to post-acquisition integration efforts, including harmonizing talent programs and enablement experiences across merged organizations.
• Demonstrated capability adopting and implementing intelligent technology and AI-enabled solutions to drive efficiency and scalability in talent programs.

The Trilliad Agreement

If you want to be part of building a truly great growth company—and if you want to help cultivate a culture that is differentiated and that creates value for customers and colleagues alike—then you might be a fit for Trilliad.

Accepting that invitation means more than bringing your skills, knowledge, and experience to bear in your role. It also means working in alignment with our Leadership Principles, which guide how we show-up for each other, our customers, and the work. Because at Trilliad how we do things matters just as much as what we do.

When you show up in this way—bringing your best and living our Leadership Principles—you can expect Trilliad to uphold its side of The Trilliad Agreement: a workplace in which we grow, connect, and thrive.

A workplace where we grow

• You’ll stretch your skills and shape your career through work that pushes boundaries and raises the bar.
• You’ll have access to world-class training and development.
• You’ll have the clarity and tools to deliver results that matter.

A workplace where we connect

• You’ll be guided by leaders who are worth following.
• You’ll build relationships that go beyond the job.
• You’ll be invited to offer thoughtful feedback, and when you do your voice will be heard.

A workplace where we thrive

• Great results will be recognized and celebrated.
• You’ll work in an environment with teammates who have your back.
• You’ll receive competitive pay and benefits that recognize your impact and support you inside and outside of work.