About the Company At Current, everything starts with people. We partner with leading accounting firms across the United States, bringing them together through a shared platform that supports their growth while preserving the local identities and client relationships that make each firm unique. Our partner firms combine the close connections of a local team with the resources of a national community, giving professionals access to broader career opportunities, learning, collaboration, and innovative technology. Whether you join Current or one of our partner firms, you’ll be part of a connected team investing in your development and shaping the future of accounting. About the Role The Senior Director, Learning & Development owns the enterprise learning and performance strategy for Current and the firms on our platform. This role sets the direction for how our professionals develop, how performance is measured and rewarded, and how learning technology and compliance infrastructure scale alongside an aggressive acquisition pace. This is a builder's role with a team behind it. The Senior Director leads a function spanning learning design, performance management, systems ownership, and integration delivery, and is accountable for turning a collection of firm-level practices into one coherent platform capability. The role balances long-range strategy with hands-on ownership: setting the framework, then making sure it actually lands across dozens of firms with different histories, cultures, and levels of maturity. The Senior Director partners closely with the CHRO, firm managing partners, service line leaders, HR Business Partners, and integration teams, and serves as the executive voice for talent development across the platform. Responsibilities Learning Strategy & Enterprise Capability • Own the enterprise learning strategy across all firms, service lines, and career levels, from Associate through Partner. • Set the architecture for role-based learning pathways across Tax, Audit, CAS, Advisory, and Operations, and hold the standard for quality and consistency across the content library. • Lead the design and delivery of flagship leadership and business development programs, including university and external academic partnerships. • Build next-generation partner readiness, ensuring the platform has a visible pipeline of future firm leaders. • Define how learning connects to career progression, promotion criteria, and capability expectations across the platform. • Establish measures that tie learning investment to business outcomes including retention, promotion readiness, utilization, and client service quality. Performance Management Strategy • Own the performance management philosophy, framework, and annual cycle calendar across all firms & HQ. • Set direction on goal-setting methodology, competency models, rating guides, calibration standards, and feedback practices. • Ensure performance and learning operate as one connected system rather than two parallel processes. • Partner with executive leadership on talent review, succession planning, and promotion decisions at the partner and director level. • Hold the line on rating integrity, differentiation, and equity across a decentralized multi-firm environment. Compliance & Governance • Partner on supporting CPE compliance strategy across the platform, including sponsor registration, program standards, instructor qualification, records retention, and audit readiness. • Establish governance for learning and performance data, including documentation standards, approval paths, and system of record decisions. • Serve as the escalation point for firm-level learning specific compliance questions and ensure consistent answers across the alliance. Systems, Data & Vendor Management • Serve as executive owner for the learning and performance technology stack, including LCvista and PerformYard. • Ensure clean integration between learning platforms, HRIS, and reporting environments so that employee data, learning assignments, and performance records stay aligned. • Own vendor relationships, contract negotiation, renewal strategy, and cost allocation methodology for enterprise learning platforms including Becker, LinkedIn Learning, and LumiQ. • Build executive-level reporting and dashboards covering completion, adoption, performance distribution, promotion readiness, and retention risk. • Evaluate and recommend new platforms, automation, and AI-enabled capability as the function scales. M&A Integration • Own the learning and performance workstream across firm integrations, from diligence through steady state. • Set the standard for how incoming firms transition onto platform frameworks, systems, and timelines, and make the call on sequencing and pace. • Partner with integration, IT, and firm leadership to ensure people-facing systems land cleanly and on schedule. • Build repeatable playbooks so integration quality does not depend on who happens to be running it. Team Leadership & Development • Lead, coach, and develop a team spanning learning design, performance management, systems, and integration delivery. • Set clear priorities and success measures for the function, and manage capacity against a heavy and growing demand signal. • Build depth and redundancy across the team to reduce key-person risk in critical processes. • Create the conditions for the team to operate as trusted advisors to firm leadership rather than order takers. Executive Partnership & Influence • Partner with the CHRO and executive leadership on enterprise talent strategy and workforce planning. • Represent learning and performance in executive forums, board-level reporting, and firm partner meetings. • Influence firm leaders who do not report into this function, building adoption through credibility rather than authority. • Advise on organizational design questions where learning, performance, and career structure intersect. Qualifications Required Qualifications • 10+ years of expe