Partner, Leadership and Organization Consulting

Overview of the Role

Are you a seasoned consulting leader ready to build something meaningful? Modern Executive Solutions is looking for a Partner who combines deep expertise in leadership, culture, and organizational consulting with the entrepreneurial drive to grow a firm that is redefining what talent consulting can be.

As a Partner, you will be the senior-most point of accountability for client relationships and engagements, shaping the strategy of our work, opening and expanding client relationships, and developing the next generation of our consulting team. You will bring a clear point of view on how organizations and their leaders need to evolve, and you will translate that point of view into work that creates lasting impact for our clients.

What you'll do:

Client Leadership & Relationship Management

•Serve as the senior-most point of accountability for major client relationships and engagements

•Act as a trusted advisor to C-suite executives, board members, and their direct reports on people, leadership, and culture topics

•Shape the overall strategy and direction of client engagements from scoping through delivery

•Ensure quality, timeliness, and measurable impact of all client-facing work

•Anticipate and proactively address evolving client challenges and strategic needs

Business Development & Revenue Generation

•Lead the pursuit of new client relationships and expand existing accounts

•Develop and present proposals, pitch materials, and business cases to prospective clients, owning the full arc from initial conversation through signed engagement

•Identify cross-selling opportunities across firm service lines and practice areas

•Meet or exceed individual revenue and business development targets

•Build and leverage an external network of senior executives, decision-makers, and referral sources

Team Leadership & Talent Development

•Lead and inspire consulting teams, setting clear expectations and creating conditions for high-quality work

•Provide timely, direct coaching and performance feedback that develops team members’ strengths and addresses areas of opportunity

•Staff projects appropriately and hold teams accountable to delivery standards

•Contribute to recruiting, onboarding, and retention of top consulting talent

•Model the firm’s values and ethical standards in all client and internal interactions

Thought Leadership & Knowledge Development

•Develop and articulate a clear, differentiated point of view on at least one domain relevant to the firm’s work

•Represent the firm externally through speaking engagements, publications, and media

•Contribute to the development of firm methodologies, tools, and intellectual capital

•Stay current on industry trends and bring fresh thinking to familiar client problems

•Build a recognized external brand as a subject matter expert

Firm Leadership & Strategy

•Contribute to practice area strategy, growth initiatives, and firm-wide priorities

•Support the development of new service offerings, capabilities, and market positions

•Serve as an ambassador for firm culture and values with clients, recruits, and the public

Knowledge Needed for the Role

•Leadership & Organizational Topics: Deep, applied expertise in leadership and organizational consulting — particularly leadership development and culture. Must understand the mechanics of how HR organizations operate: their structure, mandate, key processes (e.g., talent management, L&D, performance, rewards), and the challenges CHROs and their teams face. Depth sufficient to advise a C-suite client independently.

•Background in Organizational Psychology: Advanced degrees in organizational psychology, industrial/organizational (I/O) psychology, or related behavioral sciences are preferred, but not required.

•Business Development: Deep knowledge of the full business development cycle: identifying opportunities, shaping solutions, developing proposals, pricing strategically, negotiating and executing contracts, and transitioning to delivery.

Skills Needed for the Role

•Strategic Thinking: Able to rapidly orient to a client’s business context, surface the underlying people and leadership challenges embedded in their strategy, and translate them into prioritized, actionable recommendations tied to measurable business impact.

•Business Development: Able to identify, pursue, and close new client opportunities through both formal and informal channels — developing compelling proposals, pricing strategically, negotiating scope and terms, and managing the sale-to-delivery transition.

•Problem-Solving: Structures ambiguous problems into solvable components, develops and tests hypotheses, and draws on qualitative and quantitative data to form conclusions. Brings intellectual rigor without making the process feel academic.

•Top-Down Communication: Communicates with executives and boards in their language: crisp, jargon-free, and anchored in business context. Synthesizes complex findings into clear narratives that drive decisions rather than presenting inventories of information.

•Facilitation: Designs and leads executive workshops and working sessions that generate insight, alignment, and commitment. Manages group dynamics confidently and ensures sessions produce concrete outputs.

•Team Leadership: Sets clear expectations and creates conditions for teams to do their best work under deadline pressure. Provides direct, developmental feedback; staffs projects appropriately; and holds teams accountable without micromanaging.

•Thought Leadership: Has a clear, differentiated point of view on at least one domain relevant to the firm’s work, grounded in experience and evidence. Able to articulate it in writing, conversation, and formal forums.

•Confidence & Executive Presence: Commands credibility with C-suite and board members from the first interaction — through quality of thinking, clarity of communication, and composure. Does not defer unnecessarily or shrink from expressing a well-reasoned view a client may not want to hear.

Attributes Needed for the Role

•Entrepreneurship: Approaches the Partner role as a builder, not just a deliverer. Takes ownership of growing the firm’s footprint in clients, capabilities, and reputation without waiting to be directed. Comfortable with the uncertainty of early-stage firm building.

•Adaptability: Operates effectively across a wide range of client industries, functional contexts, and organizational cultures. Adjusts approach, tone, and method based on what the situation requires rather than defaulting to a single playbook.

•Resilience: Maintains effectiveness and sound judgment under pressure, ambiguity, and adversity. Does not catastrophize setbacks or require external validation to stay grounded. Orients around long-term outcomes to grow the firm sustainably.

•Innovative: Brings fresh thinking to familiar problems and resists “how we’ve always done it.” Actively seeks new ways of approaching problems and client service. Continuously tests ideas and adjusts to find the right solution.