---
title: 'Senior Director, Learning & Development at Current'
canonical: 'https://feeny.ai/job/senior-director-learning-development-current-tampa-8f60w3xn8ksy'
type: 'job'
last_seen: '2026-11-06'
---

# Senior Director, Learning & Development at Current

- **Company:** [Current](https://feeny.ai/companies/current)
- **Location:** Tampa, FL
- **Compensation:** $187k–$225k
- **Employment:** full-time
- **Work type:** remote
- **Posted:** 2026-08-04
- **Last confirmed live:** 2026-11-06
- **Apply:** https://jobs.ashbyhq.com/current-advisors/f3d255d8-3b4f-46d1-9da6-efd78db3f138

## Job description

## 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 experience across learning and development, talent management, or performance management, including at least 4 years leading a team.
- Experience in accounting, professional services, and multi-entity environment with distributed leadership.
- Demonstrated success building learning or performance functions from the ground up, not just running established ones.
- Strong command of goal frameworks, competency models, rating systems, instructional design, and manager enablement.
- Experience owning learning or performance technology, including implementation, data governance, and vendor management.
- Proven ability to influence senior leaders, navigate sensitive conversations, and hold a standard under pressure.
- Comfort operating in ambiguity and building structure where none exists.
- Hands-on experience with enterprise content libraries such as Becker, LinkedIn Learning, and LumiQ, etc.

## Preferred Qualifications

- Direct experience with CPE compliance, NASBA sponsor registration, or state board requirements.
- Prior experience supporting or integrating acquired firms in an M&A environment.
- Experience with LCvista, PerformYard, UKG, Rippling, or comparable platforms.
- Knowledge of firm operational structures and service line dynamics across tax, audit, and advisory.
- Strong analytics and reporting skills, with the ability to build a business case from data.
- Experience managing external academic or university program partnerships.
- Experience owning learning content provider relationships end to end, including selection, contract and renewal negotiation, seat allocation across entities, and building the utilization case for continued investment.

Work Environment & Travel

- This position operates as part of a US East Coast-based team, with typical working hours aligning with EST to support effective collaboration.
- We offer flexibility in managing your schedule to maintain a healthy work-life balance while meeting business needs.
- Approximately 30% travel for leadership programs, integration support, and firm-facing sessions.

## Compensation & Benefits

The total rewards package at Current includes base salary and benefits.

Our salary ranges are competitive within the accounting industry and are updated regularly using the most reliable compensation survey data for our industry. New hire offers are made based on a candidate’s experience, expertise, geographic location, and internal pay equity relative to peers.

We provide a robust benefits package, including:

- Health, Dental, and Vision Insurance (with options for fully paid employee only coverage for health and dental)
- Company-Paid Life and Long-Term & Short-Term Disability Insurance
- Ancillary Benefits such as supplemental life insurance, critical illness, and accident insurance
- Classic Safe Harbor 401(k) Plan with employer contributions
- Opportunities for professional growth, learning, and development including access to Becker and LinkedIn Learning

## Equal Opportunity

We are an equal opportunity employer, and we do not discriminate on the basis of race, religion, color, national origin, sex, sexual orientation, age, veteran status, disability, genetic information, or any other applicable legally protected characteristic.

## About Current

## Company Overview
- **One-liner**: A platform that equips independent accounting and advisory firms with enterprise-level resources, technology, and scale to compete and grow.
- **Entity Type**: Private (backed by Thrive Holdings)
- **Headquarters**: Not publicly available
- **Founded**: 2023 (as Current; predecessor Crete Professionals Alliance existed earlier)
- **Founders**: Jake Sloane and Frank Zhang

## Core Business
- **Primary industry**: Accounting, tax, and business advisory services
- **Target customers**: Independent accounting and advisory firms (B2B); indirectly serves business owners, operators, and investors through partner firms
- **Mission**: “To accelerate potential” — giving talented people the right environment, tools, and opportunities to create more impact

## Products & Services
- **Current Platform**: A national partnership offering centralized corporate resources (HR, finance, legal, IT), AI-enabled tools and automation, global talent support (teams in India and the Philippines), dedicated growth operations, recruiting assistance, and M&A integration support. Member firms retain their local brand and leadership.
- **Advisory Services (via partner firms)**: Forward-looking financial and business advisory — growth strategy, financial optimization, R&D tax credits, and other strategic guidance for private equity-backed companies, family businesses, and high-growth entrepreneurs.
- **Global Delivery**: Established teams in India and the Philippines providing scalable talent and 24/7 support to member firms.

## Market Standing
- **Valuation/Market Cap**: Not disclosed
- **Key Metric**: $500M in revenue (as stated on company website)
- **Notable Investors/Partners**: Backed by Thrive Holdings; network of 45+ partner firms across 25 U.S. states and 4 countries
- **Growth Signals**: Named Accounting Today’s fastest-growing accounting firm; 2,000+ employees; rapid expansion through tuck-in acquisitions and partnerships (e.g., BFJ, Maxwell Advisors, Think Advisors); presence in India and the Philippines

## Competitive Advantages
- **Platform model**: Combines local autonomy of independent firms with the scale, technology, and resources of a national enterprise — a rare hybrid in the accounting industry.
- **AI and automation**: Centralized investment in AI-enabled tools and automation that individual firms could not afford on their own.
- **Talent and delivery**: Global support teams and cross-firm career opportunities create a deeper talent pool than any single firm.
- **M&A infrastructure**: Dedicated growth operations and integration support allow member firms to pursue acquisitions more effectively.

## Strategic Focus
- Continue expanding the network of partner firms through both organic growth and strategic tuck-in acquisitions.
- Invest further in AI, automation, and global delivery to increase efficiency and client value.
- Build the next generation of accounting talent through university partnerships (e.g., University of Houston) and leadership development programs.
- Strengthen the platform’s advisory capabilities to move firms from “reporting the past” to “shaping what’s next.”

## Why Work Here
- **Culture**: Values of reliability, resourcefulness, and respect; emphasis on ownership, accountability, and transparency.
- **Work environment**: Hybrid and flexible work options; 2,000+ employees across 4 countries.
- **Benefits**: Comprehensive health coverage, generous PTO, retirement and financial wellness plans, learning & development budgets, clear career pathing, and leadership development programs.
- **Career growth**: Cross-firm opportunities — access to roles across the entire network, not just one office; mentorship and community; exposure to AI, global delivery, and modern tools.
- **Recognition**: Fastest-growing firm in the profession, offering a dynamic, high-impact environment for ambitious professionals.

## Sources
1. [current.co - About Us](https://www.current.co/about-us)
2. [current.co - Careers](https://www.current.co/careers)
3. [current.co - Our Team](https://www.current.co/our-team)
4. [current.co - Advisory Services](https://www.current.co/services/advisory)
5. [current.co - BFJ Joins Current](https://www.current.co/news/bfj-joins-current-reuniting-with-former-partner)

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