Remote Senior in London

About Us

Korn Ferry is a global consulting firm that powers performance. We unlock the potential in your people and unleash transformation across your business - synchronizing strategy, operations, and talent to accelerate performance, fuel growth, and inspire a legacy of change. That’s why the world’s most forward-thinking companies across every major industry turn to us - for a shared commitment to lasting impact and the bold ambition to Be More Than. Headquartered in Los Angeles, our over 9,000 colleagues globally serve clients in more than 50 countries. We offer five core capabilities that span the full talent lifecycle:

• Organizational Strategy
• Assessment and Succession
• Talent Acquisition
• Leadership Development
• Rewards and Benefits

About Korn Ferry Consulting

Our Consulting Line of Business spans 29 countries across EMEA, working across six major markets within our four main solution areas: Organizational Strategy, Total Reward, Leadership & Development, and Assessment & Succession. Within Consulting, our Assessment & Succession (A&S) practice helps organizations understand the capability, potential, and readiness of their leaders, and build the talent pipelines they need to deliver strategy. Our work spans executive and leadership assessment, succession planning, high-potential identification, talent strategy, and the design of assessment and development architecture — underpinned by Korn Ferry’s market-leading IP, normative data, and assessment science (including the KF4D and KF Assess platforms). Korn Ferry has made deliberate recent investment in strengthening its Assessment & Succession capability, and this role builds on an already strong and highly regarded team.

Role Overview

The Senior Principal – Assessment & Succession is a senior delivery and advisory leader, accountable for leading complex assessment and succession engagements and acting as a trusted advisor to C-suite, board, and senior talent leaders. The role combines hands-on delivery leadership, senior client advisory capability, and internal leadership across the A&S practice. Engagements may include elements of executive assessment, succession planning, leadership potential and readiness, talent strategy, and the design of assessment frameworks, depending on client need. While breadth across the talent agenda is valuable, the primary emphasis of the role is on delivery excellence, assessment rigour, client impact, and senior advisory leadership.

Key Responsibilities

• Senior Client Leadership
  • Act as a trusted advisor to senior leaders, including CEOs, CHROs, Heads of Talent, and Boards, on assessment, succession, and leadership capability.
  • Lead senior-level client discussions on leadership effectiveness, succession risk, potential, and talent strategy.
  • Support clients in making high-stakes, evidence-based decisions about their most senior people.
• Programme & Engagement Leadership
  • Oversee delivery of integrated assessment and succession workstreams — which may include executive assessment, succession planning, high-potential programmes, and assessment design — ensuring solutions are proportionate, scientifically robust, and fit-for-purpose.
  • Provide senior oversight and governance across multi-workstream programmes.
  • Act as escalation point for delivery risks, issues, and stakeholder challenges.
  • Ensure engagements deliver meaningful, sustainable outcomes and demonstrable talent decisions for clients.
• Delivery Quality & Assurance
  • Own the quality, rigour, and impact of delivery across assigned A&S engagements, including the validity and defensibility of assessment outputs.
  • Ensure application of Korn Ferry assessment methodologies, IP, and data is robust, context-sensitive, and ethically applied.
  • Provide quality assurance and challenge to delivery teams, including governance over assessor calibration and reporting standards.
• Team Leadership & Development
  • Lead, mentor, and develop Principals, Associate Principals, Consultants, and assessors within the A&S team.
  • Build assessment and consulting capability and depth within the practice through coaching and role modelling.
  • Foster a collaborative, inclusive, and high-performance culture.
• Practice & Reputation Building
  • Contribute to the growth and reputation of Korn Ferry’s Assessment & Succession practice.
  • Support the development of propositions, thought leadership, and best practice in assessment and succession.
  • Build strong internal networks across Korn Ferry to bring integrated talent solutions to clients.

Skills and Competencies

• Senior assessment & succession advisory capability – Deep understanding of leadership assessment, succession, and the science of potential and readiness.
• Assessment expertise – Strong grounding in psychometric and behavioural assessment methods; experience with executive assessment, leadership potential, and succession frameworks (experience of Korn Ferry IP such as KF4D / KF Assess is desirable).
• Senior client credibility – Confident and effective delivering high-stakes assessment feedback and talent insight to senior leaders.
• Programme leadership – Proven ability to lead large, complex assessment and succession programmes.
• Judgement and resilience – Able to navigate ambiguity, sensitive talent decisions, and competing stakeholder priorities.
• Inclusive leadership style – Builds trust, capability, and accountability across teams, and applies a fair, bias-aware approach to assessment.
• Strategic thinking – Able to connect assessment, succession, and leadership insight to wider business and talent strategy.
• Technology literate – Fluent in Microsoft Office, comfortable with assessment platforms and data, and with AI-enabled tools (e.g. Copilot, ChatGPT).

Experience & Qualifications

• Significant experience leading complex assessment and succession, or wider talent management, consulting engagements.
• Strong track record of advising senior leaders on executive assessment, succession, and leadership potential.
• Demonstrable experience applying psychometric and behavioural assessment methods at senior and executive levels; relevant accreditation (e.g. BPS Test User Occupational, Ability & Personality, or equivalent) is advantageous.
• Experience across assessment, succession, leadership, or wider talent management.
• Proven ability to lead and develop senior consulting and assessment teams.
• Bachelor’s degree or equivalent professional experience; a postgraduate qualification in occupational/organizational psychology or a related field is desirable.