Learning & Development Coach

Who We Are

Elliott Davis pairs forward-thinking tax, assurance and consulting services with industry-leading workplace culture. Our nine offices - located in the fastest growing cities in the US - are built on a foundation of inclusivity, collaboration, and collective growth. We work daily to provide exceptional service to our people, customers, and our communities. Audit and assurance services are provided by Elliott Davis, LLC (doing business in NC and D.C. as Elliott Davis, PLLC), a licensed CPA firm.

Elliott Davis pairs forward-thinking tax, assurance and consulting services with industry-leading workplace culture. Our nine offices - located in the fastest growing cities in the US - are built on a foundation of inclusivity, collaboration, and collective growth. We work daily to provide exceptional service to our people, customers, and our communities. Audit and assurance services are provided by Elliott Davis, LLC (doing business in NC and D.C. as Elliott Davis, PLLC), a licensed CPA firm.

The Learning & Development Coach supports Elliott Davis employees through confidential, developmental coaching, and Strengths-based learning experiences. This role helps employees thrive at work by building self-awareness, confidence, clarity, and ownership of personal and professional growth. The L&D Coach supports the Associate Coaching Program, contributes to Clifton Strengths debriefs and workshops, and coaches leaders or employees navigating transitions, challenges, or development goals.

This role is ideal for a trained coach who is building deeper expertise in internal coaching, Strengths-based development, facilitation, and leadership development within a fast-growing professional services firm.

• Provide confidential one-on-one coaching to associates and other employees as assigned, with a focus on growth, self-awareness, confidence, ownership, and practical action.
• Support employees navigating common workplace transitions or challenges, including role clarity, prioritization, communication, feedback, collaboration, and confidence.
• Maintain appropriate coaching boundaries by supporting growth and self-directed action without influencing career or compensation decisions.
• Apply International Coaching Federation principles and ethical standards, including confidentiality, professional integrity, and clear coaching agreements.

• Coach associates during early career stages to help them build meaningful connections to the firm and take ownership of their growth.
• Support large cohort delivery through a mix of one-on‑one coaching, group coaching, program communications, and resource follow‑up.
• Reinforce essential skills and themes such as professional communication, accountability, problem solving, adaptability, emotional intelligence, and collaboration.
• Track assigned program activity accurately and share program‑level themes or improvement ideas without compromising individual confidentiality.

• Conduct individual Clifton Strengths debriefs and help employees connect their Top 5 themes to practical workplace behaviors.
• Support Strengths Foundations sessions, team workshops, team grids, and strengths follow‑up resources.
• Coach employees and teams to name, claim, and aim their Strengths in practical ways that enhance performance, collaboration, communication, and self‑awareness.
• Continue building Strengths‑based coaching expertise through practice, feedback, and ongoing development.

• Provide coaching support connected to leadership development programs, manager transitions, and ad hoc leader requests, as assigned.
• Facilitate or co‑facilitate workshops, webinars, and team sessions on professional development, strengths, communication, feedback, and leadership fundamentals.
• Partner with L&D teammates to design practical, learner‑centered experiences grounded in evidence‑based learning and realistic application.
• Collaborate with People Operations, Talent Acquisition, practice groups, and firm leaders to support employee growth and development needs.