Description

Location: On site at location listed in job posting.

The Career and Leadership Development Consultant is responsible for designing, implementing, and managing high-impact leadership and career development programs within First Horizon’s Talent Center of Excellence. This role will oversee programs aimed at equipping leaders and high-potential associates with the skills to lead effectively, develop talent pipelines, and enhance organizational performance.

The Consultant will play a key role in building and delivering programs that develop leaders across all levels, focusing on foundational, action-oriented, and advanced leadership experiences. Programs include leadership academies, rising talent initiatives, early career strategies, and succession management solutions.

Key Responsibilities:

Leadership Development Programs:

• Design and facilitate programs to equip new leaders with best practices in leadership, and HR processes. Focus on developing leadership capabilities across the areas of self, team, and business.

• Deliver engaging, action-based leadership development experiences through in-person and virtual programming.

• Develop mid-level leader offerings to enhance leadership effectiveness and drive team performance.

• Manage initiatives to develop leadership competencies that support strategic engagement and organizational priorities.

Emerging Talent Development Programs:

• Develop and implement multi-year programs to identify and cultivate emerging leaders within the organization.

• Build foundational elements for emerging leader and high-potential talent initiatives, ensuring alignment with organizational goals and future workforce needs.

• Create customized learning experiences for senior-level professionals, including talent profiling, assessments, and individualized development plans.

• Curate early career leadership strategies to build pipelines of future leaders through targeted development opportunities.

Organizational Development and Assessments:

• Facilitate competency assessments, peer and client surveys, and other tools to support leadership development and succession planning.

• Partner with external vendors for leadership assessments and frameworks to enhance developmental programming.

• Develop and deliver tailored learning solutions aligned with organizational goals and workforce needs.

Strategic Initiatives:

• Develop and execute leadership academy programming, focusing on the progression of self, team, and business leadership across cohort-based experiences.

• Support succession management by identifying high-potential associates, aligning talent to critical roles, and creating development pathways.

• Collaborate on fast-track leadership programs to address key organizational goals, such as building bench strength for revenue-producing and strategic leadership positions.

Program Management and Delivery:

• Manage end-to-end program delivery, including program design, participant selection, facilitation, and evaluation.

• Build scalable frameworks that enhance the leadership experience while fostering a culture of continuous learning and leadership excellence.

• Ensure leadership and career development programs meet strategic objectives, attract top talent, and support retention.

Qualifications:

Education: Bachelor’s degree in Human Resources, Organizational Development, Leadership Development, Business, or a related field. Master’s degree preferred.

Experience:

• 5-7 years of experience designing, managing, and facilitating leadership development programs.

• Experience with career development, succession planning, and talent program execution.

• Experience in banking or financial services is a plus.

Skills and Competencies:

• Strong program management and facilitation skills (in-person and virtual).

• Proven experience in leadership development strategy and execution.

• Ability to partner effectively with internal and external stakeholders, including vendors.

• Excellent organizational, communication, and presentation skills.

• Proficiency with learning platforms, assessments, and leadership development tools.

• Data-driven mindset with experience using assessments to align talent with business needs.

Key Success Factors:

• Ability to build and execute innovative, scalable leadership programs aligned with organizational goals.

• Collaboration and strong stakeholder engagement skills across HR, business units, and external vendors.

• Ability to identify and develop high-potential associates through strategic and impactful programming.

About Us

First Horizon is a leading regional financial services company, dedicated to helping our clients, communities and associates unlock their full potential with capital and counsel. With $81.7 billion in assets as of December 31, 2023, we serve clients through a team of approximately 7,300 associates and 418 banking centers throughout the southeastern United States. Headquartered in Memphis, TN, the banking subsidiary First Horizon Bank operates in 12 states across the southern U.S. First Horizon has been recognized as one of the nation’s best employers by Fortune and Forbes magazines and a Top 10 Most Reputable U.S. Bank.

Benefit Highlights

• Medical with wellness incentives, dental, and vision

• HSA with company match

• Maternity and parental leave

• Tuition reimbursement

• Mentor program

• 401(k) with 6% match

• More -- FirstHorizon.com/First-Horizon-National-Corporation/Careers/Our-Benefits

Corporate Diversity Commitment:

We remain committed to creating a more equitable society, and that starts with our associates, our clients, and the communities we serve. We do this by elevating equity, providing capital and counsel, and committing to excellence in everything we do.

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Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)