Job Description Summary

The Head of Advisor Talent Development is responsible for defining and executing the firm’s enterprise strategy for developing, accelerating, and sustaining advisor success across the full advisor lifecycle. This leader owns the integrated advisor talent ecosystem, including new advisor sourcing, development, teaming, and advisor practice readiness, ensuring advisors are fully prepared to build and sustain high-performing practices.

This role goes beyond training and program oversight to serve as the architect of advisor talent strategy—connecting sourcing, development, teaming, coaching, and practice readiness into a unified model that drives advisor productivity, retention, and long-term firm growth.

Job Description

Advisor Talent Strategy:

• Define and execute enterprise advisor talent strategy focused on early-career advisor success and long-term pipeline health.
• Build integrated frameworks connecting sourcing, onboarding, development, teaming, and practice execution.
• Establish advisor success metrics tied to business outcomes, not program completion.

Advisor Development & Career Pathways:

• Lead onboarding, training, and development programs for new financial advisors.
• Design structured career pathways from new advisor to established producer and team contributor.
• Define competency models and milestone-based development expectations.

Advisor Teaming Strategy:

• Own enterprise new advisor teaming strategy and governance.
• Create structured processes to identify and match:
  • Solo advisors seeking team environments
  • Teams seeking growth talent

Advisor Practice Readiness (Core Capability Ownership):

• Define and operationalize “practice readiness” across advisor lifecycle stages.
• Ensure advisors are prepared to run a business, not just complete training.
• Build readiness standards across:
  • Business planning & strategy
  • Client acquisition and growth capability
  • Practice management fundamentals
  • Technology and CRM proficiency
  • Team readiness and delegation models
• Establish readiness assessments and transition benchmarks.

Advisor Coaching & Experience:

• Define coaching standards and scalable coaching models for new financial advisors.
• Improve new advisor experience across onboarding, development, teaming, and early practice stages.
• Build mentoring, peer networks, and advisor communities.

Innovation & Enablement:

• Lead integration of AI, digital learning, and analytics into advisor development and readiness.
• Partner with technology teams to improve advisor productivity and personalization.
• Continuously modernize advisor development tools and frameworks.

Success Measures:

• New advisor retention and time-to-productivity
• Advisor practice readiness attainment rates
• Early-career revenue growth and stability
• Successful advisor team formations and retention
• Advisor engagement and satisfaction
• Reduction in early-stage advisor attrition
• Strength of advisor pipeline and long-term workforce sustainability

Education

Bachelor’s: Business Administration

Work Experience

General Experience - More than 15 years, Manager Experience - 10 to 15 years

Certifications

Travel

Less than 25%

Workstyle

Hybrid

The total compensation for this position includes base salary or wages, and may include components such as additional compensation (cash or equity), discretionary bonuses, or commissions. This position is eligible for a benefits package that may include medical, dental, and vision; life insurance; critical illness insurance and accident insurance; disability benefits; retirement savings; paid time off (including vacation, holidays, and sick leave); and parental leave.  Eligibility for benefits and specific offerings may vary based on position and employment status. To view more details of the benefits offered, visit Myrjbenefits.com.

 

 

At Raymond James our associates use five guiding behaviors (Develop, Collaborate, Decide, Deliver, Improve) to deliver on the firm's core values of client-first, integrity, independence and a conservative, long-term view. 

We expect our associates at all levels to:
•  Grow professionally and inspire others to do the same
•  Work with and through others to achieve desired outcomes
•  Make prompt, pragmatic choices and act with the client in mind
•  Take ownership and hold themselves and others accountable for delivering results that matter
•  Contribute to the continuous evolution of the firm

At Raymond James – as part of our people-first culture, we honor, value, and respect the uniqueness, experiences, and backgrounds of all of our Associates.  When associates bring their best authentic selves, our organization, clients, and communities thrive. The Company is an equal opportunity employer and makes all employment decisions on the basis of merit and business needs. 

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