Remote Talent

Build the Future of Talent Development at James Moore The accounting profession is changing rapidly. Artificial intelligence, automation, evolving client expectations, and new ways of working are changing not only what accountants do, but also how they need to learn and develop. James Moore is looking for a Manager, Talent & Capability Development who wants to help us build what's next. This is not a traditional training administration role. We are looking for a strategic talent-development professional who can help us determine the capabilities our workforce will need in the future, identify where gaps exist today, and design innovative ways to develop those capabilities across our firm. You'll have the opportunity to rethink how professionals develop throughout their careers, from interns and emerging professionals to managers and future leaders, and connect learning more intentionally with career development, performance, coaching, technology, and business strategy. The need for this approach is increasingly evident across the accounting profession. AICPA guidance points to earlier expectations for critical thinking, communication, adaptability, judgment, and other human-centered capabilities as technology changes traditional accounting work. Recent accounting research also emphasizes conceptual mastery, supervision of AI-generated work, simulation-based learning, human skills, and continuous upskilling as important components of future professional development. This is a fully remote position, with preference given to candidates located in the southeastern United States. Work hours will be in the eastern time zone. As the Manager, Talent & Capability Development , you will have the opportunity to: Build our workforce capability strategy. Partner with firm and HR leadership to translate James Moore's business and Workforce of the Future strategies into the skills, behaviors, and capabilities our professionals will need over the next three to five years. Diagnose capability gaps. Consult with leaders across the firm to understand performance and workforce challenges, distinguish training needs from other performance issues, and recommend solutions that address the underlying problem. Design development experiences. Build scalable learning and development experiences that strengthen technical application, critical thinking, professional judgment, communication, leadership, client service, advisory skills, and other emerging capabilities. Redesign early-career development. Help us rethink how interns and early-career professionals learn as automation changes the traditional entry-level work that historically provided on-the-job development. Current research emphasizes structured onboarding, mentoring, regular feedback, meaningful work, and explicit development of professional and communication skills. Advance leadership and manager development. Create experiences that strengthen the ability of our managers and leaders to coach, provide feedback, develop others, lead change, and build high-performing teams. Innovate how people learn. Explore AI, simulations, case-based learning, experiential development, learning technology, and other approaches that allow professionals to practice complex skills rather than relying solely on classroom instruction. Connect learning with talent management. Partner with HR colleagues to align development with competencies, career progression, developmental coaching, performance expectations, succession, and workforce planning. Measure what matters. Establish meaningful measures of learning effectiveness that go beyond attendance, completion rates, and satisfaction to assess capability development, behavior change, and business impact. Maintain appropriate learning infrastructure. Ensure learning programs meet applicable professional education and CPE requirements while leveraging technology and administrative support to make processes efficient. The strongest candidates will bring: We're less interested in whether you've held this exact title before and more interested in what you've built, problems you've solved, and how you think. Approximately 6–10 years of progressive experience in talent development, learning strategy, organizational development, workforce capability, talent management, or a related field. Demonstrated experience building a program, framework, curriculum, or development strategy from the ground up. Strong internal consulting skills and the ability to diagnose business and performance problems before recommending solutions. Experience translating organizational strategy into workforce or talent-development priorities. Demonstrated ability to influence senior leaders and work successfully across multiple stakeholder groups. Strong knowledge of adult learning, instructional design, experiential learning, or capability development. Curiosity about AI and emerging technology and an understanding of how technology is changing both work and