Talent & Capability Development Manager

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 employee development.


• Experience using data and outcomes to evaluate the effectiveness of development initiatives.


• Strong facilitation, communication, project-management, and change-management skills.


• Bachelor's degree in human resources, organizational development, business, education, instructional design, psychology, or a related discipline, or equivalent relevant experience.

We'd Be Especially Interested If You Have

• Experience in a professional-services, consulting, accounting, financial services, legal, or similarly complex knowledge-based organization;


• Experience developing competency or skills frameworks;


• Leadership development experience;


• AI-enabled or technology-enabled learning experience;


• Experience with simulations or case-based learning; or


• Experience developing geographically dispersed or hybrid workforces.

CPA firm or accounting experience is not required.

You May Be a Great Fit If...

• You naturally ask, "What problem are we trying to solve?" before building a program.


• You enjoy creating something when there isn't already a playbook.


• You're willing to respectfully challenge a request for "training" when training isn't actually the solution.


• You're equally comfortable discussing workforce strategy with senior leaders and designing a development experience with subject-matter experts.


• You're curious about how AI will change jobs, skills, career paths, and the way people learn.


• And you'd rather measure whether people became more capable than how many people attended a class.

What Success Looks Like

During your first year, we expect you to learn our business and workforce strategy, assess our existing development ecosystem, identify priority capability gaps, establish a future-focused capability framework, and develop a multi-year roadmap for talent and capability development. Most importantly, you'll begin turning that roadmap into action.

If you're looking for an established training function to administer, this probably isn't the opportunity for you. If you're energized by the opportunity to help build the next generation of professional development, we'd like to hear from you.

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 an Employee of James Moore, you can expect:

• A career with room to keep growing. Competitive compensation along with opportunities for continued professional development, training, and career advancement.


• Flexibility in how work fits into your life. Flexible schedule options, paid parental leave, and a summer schedule.


• Time away that we expect you to actually use. Flexible PTO with a minimum expectation of at least two weeks away from work each year, including one consecutive week.


• Meaningful time to recharge. Twelve paid holidays, including a full week of winter break in December.


• Strong health coverage. Two comprehensive healthcare options, along with dental and vision insurance for full-time employees.


• A meaningful retirement contribution. James Moore contributes 4–5% annually to your 401(k), regardless of your personal contribution.

Start the conversation by applying here: https://careers.jmco.com/

For more information about our firm, please visit: https://www.jmco.com/

Additional Important Information:

James Moore & Co., CPAs provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state, or local laws.

This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.

All offers are contingent on the satisfactory outcome of a background check including a criminal record check, reference check, credit check, valid driver’s license check, a valid driver's license and acceptable driving record are required, and employment and education verifications. 

Applicants must be authorized to work in the U.S. without the need for employment-based visa sponsorship now or in the future.

We do not accept unsolicited resumes from third-party recruiters or agencies. Any resumes submitted without a prior agreement will be considered property of James Moore & Co., and we will not be responsible for any fees or obligations related to such submissions.