CIO Career Services and Executive Networking Senior Manager - NBI_US

The US CIO Program works with client technology executives to help them drive success for themselves and their organizations. A key component of the experiences is career transition support and Executive coaching by providing Deloitte client organizations with executive talent referrals. The CIO Program plays an integral role in the Deloitte's mission of supporting account leaders and teams in helping key client leaders, their teams, and organizations address their most pressing challenges. This role reports into the CIO Program Experience Director and works closely with a Career Services PMD sponsor in delivery of strategic projects and supporting account teams and clients.
CIO Career Services focuses on c-level technology executives (e.g., CIO/CDataO/CDigitalO/CTO) roles at Fortune 750 and similarly sized private organizations and others that fall into Deloitte's Advantaged Client Portfolio (ACP).
Recruiting for this role will end on 3/8/24.
Work you'll do
The CIO Program Career ServicesSenior Manager will be responsible for:

• Developing relationships with, and providing guidance to, technology executives in career transition who are referred to the team by Deloitte PPMDs and professionals. By getting to know the executive - their career aspirations, their value proposition and what is important to them as they look for their next position. The CS team leader assists these executives along with our PMD network with networking into senior level positions at Deloitte clients and in the marketplace.
• Engaging and sustaining a bench of PMDs to support you in coaching and developing relationships with executives - including providing content and playbooks on the expectations for PMD advisors
• Assisting our key clients, either directly or through a referring PPMD/SM within the ACP and other Fortune 750 sized organization by referring appropriate executives who are known to Deloitte, for senior level roles.
• Partnering with search firms, HR organizations at key clients, and/or other third parties to expand the ecosystem of referral opportunities for our client executives in transition.
• Capturing the data and client perspectives insights from the above mentioned to drive insights and POVs for our clients and our leaders on the role and responsibilities of the tech executive persona.
• Designing and delivering peer forums focused on leadership development and Executive Networking for CIOs on various topical agendas and demographics (i.e. peer circles, career bootcamps).
• Working closely with sector and account leaders to proactively understand known transitions and open roles and helping them position a shortlist of candidates for known roles at ACP and equivalent organizations at the C-suite and NextGen levels for our clients
• Maintaining a real time view of known roles and candidates and crafting monthly communications to Consulting and Advisory practice leaders for the CIO Program and Executive Accelerators
• Managing a small team of US and USI rotational practitioners to support you in your day to day responsibilities
• Collaborating with the US CIO Program threads to develop shared content, collateral, and toolkits.

In carrying out these responsibilities, the goal of the CS Senior Manager is to be viewed as:

• A trusted advisor to which Deloitte clients can tap for potential executive level talent. The CS Senior Manager shall be an extension of the Deloitte CIO Program and the firm.
• As a provider of coaching and insights to executives in transition, and more importantly, as a trusted ally to these executives, providing data driven perspectives and feedback to support them through the process while preserving and/or strengthening the Deloitte relationship.
• A known and valued source of quality referrals to retained search firms.
• An additional resource for our PPMDs and relationship managers to extend their interactions with our clients.
• A leader on the CIO Program and extended team by engaging across the programs various experiences and research to expand their network, brand, engagement and experiences.

Responsibilities include, but are not limited to:

• Becoming acquainted with the firm's core strategic client base as well as the Lead Client Service and Lead Consulting Partners who serve these clients
• Continued development and increased awareness of the evolving role of the CIO, CISO and other key technology executives
• On a selective basis, serving as an extension of a client's account team
• Responding to client requests for executive level hiring needs, interfacing directly with client personnel, the Deloitte LCSP/LCP or the client's retained search firm as needed
• Developing an understanding of the desired executive profile for selected positions at clients, and referring executives to clients
• Following all processes relative to maintaining independence with our attest clients, including communicating the client's responsibilities as it relates to the interview and hiring process. It is the responsibility of the CS team member to know and fully comply with these guidelines
• Maintaining consistent contact with selected/priority clients to understand their ongoing hiring needs
• Keeping appropriate engagement team informed regarding individuals who are interviewing at client
• Keeping informed about key regulatory, business or industry issues and the implications of these changes on hiring, scope of responsibilities, etc.
• Developing strong working relationships with referred executives and following up with their Deloitte referral sources to gain insight on executive's competencies, integrity and other attributes
• Actively communicating with executives about open positions of interest or places/firms to which his/her resume is being sent as well as keeping up to date on the individual's employment status or job search
• Providing guidance, counseling and insight as needed to referrals regarding specific career issues, employment opportunities, market conditions, etc.
• Maintaining contact with key executives throughout their careers
• Building alliances across Deloitte Consulting and Risk & Financial advisory while partnering closely with other relevant Deloitte programs, (e.g., CXO Programs, OCTO, etc.)
• Developing a strong network of retained and contingent search firm contacts, as well as ancillary firms (e.g., interim services firms; outplacement organizations, etc.) to increase the number of opportunities Career Services hears about as well as leveraging these relationships to expand the brand of the firm through appropriate eminence activities
• Tracking of metrics and insights that are critical to reporting the value of Career Service's activities

Additional role information to consider:
It must be emphasized, unlike talent acquisition/retained search, the CS Senior Manager is not an end-to-end hiring solution, but another channel for clients to draw upon when seeking talent. The pool of professionals with which the CS team works is comprised solely of executives who are referred to us by active members of the firm.
Unlike talent acquisition/retained search, CS Senior Managers:

• Work only with individuals known to the firm; they do not actively source
• Cannot advocate on behalf of a referral; nor can they recommend the hiring of a particular individual
• Do not hire or fire on behalf of a client
• Do not negotiate compensation
• Do not charge a fee

What we do
For client executives, the CIO Career Services team serves as a means of helping to connect them with executive opportunities. Team members also provide insight on search strategy, resume content and act as a sounding board for questions that executives have during their job search process. For clients, the team serves not only as a channel for executive talent, but also provides referrals to retained search firms, insights on the current employment marketplace, and linkages to other Client Accelerator programs.
Qualifications
Required:
The ideal candidate will have a significant level of relationship building, talent acquisition, or business development experience, ideally from a Big 4 environment. The candidate will have an expert ability to engage and communicate effectively, a solid working knowledge of senior financial roles, and a deep client service orientation.

• 10+ years of related professional experience, with a minimum of 7 years of experience in talent acquisition or outplacement or executive coaching; 10 years of experience as a professional within a service profession (e.g., accounting, consulting, law or sales and marketing of services); or an equivalent number of years of experience in organization development or executive coaching
• Bachelor's Degree required; industry certifications (e.g., CPA, CIA, coaching certification) a plus
• Executive presence that will allow the Senior Manager to successfully work across the C-suite as well as within Deloitte
• Experience in working effectively in a large, matrixed organization
• Proven ability to build and maintain relationships
• Excellent oral and written communications skills in addition to excellent listening skills
• Comfortable working remotely/in a virtual environment

What it takes to do this role successfully:
Given the one on one nature of working with an executive in career transition, some key attributes are critical in the execution of this role: ability to work in a fast paced environment, manage multiple senior clients and stakeholders, maintain confidentiality and sensitivity, the ability to establish credibility quickly, diplomatic candor, creative thinking, follow-up and a drive to serve with excellence. Because we are a small team operating on a national basis, organizational and communication skills must be highly honed. These same attributes are fundamental to working with our clients who reach out to us for referrals. Finally, the ability to navigate Deloitte and establish relationships with senior leaders in the organization - its talent channels, the various Businesses, CIO Program and industry leadership - is paramount.
The wage range for this role takes into account the wide range of factors that are considered in making compensation decisions including but not limited to skill sets; experience and training; licensure and certifications; and other business and organizational needs. The disclosed range estimate has not been adjusted for the applicable geographic differential associated with the location at which the position may be filled. At Deloitte, it is not typical for an individual to be hired at or near the top of the range for their role and compensation decisions are dependent on the facts and circumstances of each case. A reasonable estimate of the current range is $184,500 to $307,500.
You may also be eligible to participate in a discretionary annual incentive program, subject to the rules governing the program, whereby an award, if any, depends on various factors, including, without limitation, individual and organizational performance.