Team Lead: Functional Consultants

About this role

Role Summary
The FC Team Lead is the people leader and quality owner for the Functional Consultant team. This role must lead, manage, and hold accountable a team of FCs, set and enforce the standards for configuration and process design across engagements, and build a program for onboarding and developing junior-level talent.
The FC Team Lead serves as a direct supervisor for assigned FCs. The role owns clear direction, weekly 1:1s, goal setting, performance and HR reviews, development plans, and compensation input. It also owns each FC's route through the competency ladder and brings FCs to calibration with evidence.
The FC Team Lead does not own engagement delivery or client relationships. Engagement Leads and Project Management own those outcomes. This role owns the quality of FC work on engagements, the readiness of FCs for staffing, and the growth of each FC. The role provides skill-fit input at the weekly allocation forum but does not make final staffing decisions.
Primary Accountabilities
People Leadership: Leading, Managing, and Holding Accountable
Own the performance, engagement, and growth of every FC on the team.

• Serve as direct supervisor for assigned FCs, providing clear direction on role expectations, priorities, and standards.

• Conduct regular 1:1s with each direct report and document key commitments and follow-ups.

• Set goals with each FC at the start of each cycle and track progress against them throughout the year.

• Complete performance reviews and other HR reviews on schedule, with specific, evidence-based feedback.

• Address performance gaps early, document expectations and outcomes, and partner with People Ops on formal performance management when required.

• Monitor team engagement and morale, and serve as the first point of escalation for team concerns.

• Create alignment and connection between Isos direction, Isos leadership, and direct reports.

• Support recruiting through candidate review, interviewing, and structured evaluation feedback.

Functional Standards and Quality Assurance
Own the quality of configuration and process design across engagements where FCs are assigned.

• Define, document, and maintain functional standards for configuration, process design, and solution documentation, in partnership with the Technical Solution Architect team

• Conduct periodic QA reviews of FC work product on active engagements and track findings to resolution.

• Provide actionable coaching to FCs based on QA findings, and use recurring findings to refine standards and training.

• Identify quality trends and risks across engagements, and escalate them to leadership when appropriate.

• Serve as a resource for complex functional design questions and client situations.

• Partner with peer Team Leads to keep standards consistent across the organization.

Career Pathing
Own each FC's development and growth within the organization.

• Develop a deep understanding of individual skills, strengths, and opportunities to align talent with business needs and create meaningful growth plans.

• Maintain a current view of each FC's career path and readiness for the next level or role.

• Build promotion cases supported by evidence, such as engagement outcomes, QA results, client and peer feedback, and demonstrated competencies.

• Counsel FCs on career options, including depth in a functional specialty, expansion into other practices, and movement toward lead or leadership roles.

• Partner with leadership to inform career development standards and expectations for consulting.

Engagement Staffing and Skills Input
Understand the skills, strengths, and development needs of the FC team to inform staffing on new engagements.

• Attend staffing meetings and come prepared with current knowledge of each FC's skills, certifications, and capacity.

• Recommend FCs for assignments based on skill fit, client need, and development goals.

• Flag mismatches between demand and available skills early, and recommend options such as shadowing, pairing, or targeted training.

• Advocate for stretch assignments that support an FC's development plan and promotion readiness, balanced against client and utilization needs.

• Raise workload, burnout, and prolonged underutilization risks for FCs on the team.

Junior Talent Pipeline
Own the onboarding and development of entry-level talent to support organizational growth.

• Own onboarding for new Junior FCs, including documented processes, clear expectations, required training, and a defined ramp plan.

• Own the shadowing path, including selecting engagements and experienced FCs to shadow, defining objectives for each stage, and tracking progress.

• Define the criteria that make a Junior FC billable, and coordinate with the Director of Consulting and Support Services when those criteria are met.

• Provide frequent coaching and feedback during ramp-up, and adjust the plan when progress stalls.

• Partner with Engagement Leads and senior FCs to give Juniors structured exposure to real client work.

• Track time-to-billable for Junior FCs and use the results to improve the onboarding and shadowing program.

Requirements
Experience

• 2+ years of experience in a consulting role

• Experience leading, mentoring, or supervising consultants, whether formally or informally

• Hands-on experience with configuration and process design in Jira and other Atlassian tools

Working Conditions and Additional Requirements
Work Environment
This role operates in a remote-first or hybrid work environment, depending on location and business needs. Regular collaboration occurs via video conferencing, shared systems, and digital communication tools.
Travel Expectations
Some travel is expected for internal meetings and onsite client needs.
Physical Requirements
This position requires prolonged periods of sitting, regular use of a computer and other office equipment, and participation in video meetings. Occasional lifting of light materials may be required during…