TD Makes Internal Mobility Possible

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Fisher Investments: 2025 BEST Award Winner, #9

Fisher Investments: 2025 BEST Award Winner, #9

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Plano, Texas

Plano, Texas

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6-Time Winner

6-Time Winner

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At Fisher Investments, "investing in learning at every stage of an employee's journey isn't just about skill building," explains Greg Miramontes, executive vice president of global human capital. "It's about strengthening our collective talent and driving results across our business."

At Fisher Investments, "investing in learning at every stage of an employee's journey isn't just about skill building," explains Greg Miramontes, executive vice president of global human capital. "It's about strengthening our collective talent and driving results across our business."

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That mentality has proven to be a major contributor to the company's success. The registered investment advisor manages more than $299 billion in assets for high-net-worth individuals, families, and businesses, with 15 corporate offices around the world. "Talent development is continuously one of my top priorities," says CEO Damian Ornani. "Building lifelong careers that cultivate breadth and depth is directly referenced in our company vision and is a primary component of our employee value proposition."

That mentality has proven to be a major contributor to the company's success. The registered investment advisor manages more than $299 billion in assets for high-net-worth individuals, families, and businesses, with 15 corporate offices around the world. "Talent development is continuously one of my top priorities," says CEO Damian Ornani. "Building lifelong careers that cultivate breadth and depth is directly referenced in our company vision and is a primary component of our employee value proposition."

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The organization reinforces that proposition with a commitment to action: It typically fills more than half its open positions with internal candidates, made possible by a variety of programs that provide employees with exposure to new roles, opportunities to upskill, and flexible learning pathways.

The organization reinforces that proposition with a commitment to action: It typically fills more than half its open positions with internal candidates, made possible by a variety of programs that provide employees with exposure to new roles, opportunities to upskill, and flexible learning pathways.

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Two noteworthy internal mobility programs are the Bridge Program and the Global Shadow Program. The Bridge Program permits staff to spend six to 12 weeks gaining experience in a new role, with the possibility of a job offer following participation. The Global Shadow Program works similarly, enabling employees to observe colleagues performing roles they may want in their future.

Two noteworthy internal mobility programs are the Bridge Program and the Global Shadow Program. The Bridge Program permits staff to spend six to 12 weeks gaining experience in a new role, with the possibility of a job offer following participation. The Global Shadow Program works similarly, enabling employees to observe colleagues performing roles they may want in their future.

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According to Miramontes, both programs "are powerful tools" in the company's talent strategy because they create structured support for growth and mobility. "Shadowing helps employees explore roles and build awareness, while bridge [experiences] provide in-depth learning to drive informed career decisions," he explains.

According to Miramontes, both programs "are powerful tools" in the company's talent strategy because they create structured support for growth and mobility. "Shadowing helps employees explore roles and build awareness, while bridge [experiences] provide in-depth learning to drive informed career decisions," he explains.

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The company also shows a strong commitment to helping individuals grow in their current roles. For example, its Host Bridge program teaches customer-facing employees to more effectively host client events that, per internal research, drive retention.

The company also shows a strong commitment to helping individuals grow in their current roles. For example, its Host Bridge program teaches customer-facing employees to more effectively host client events that, per internal research, drive retention.

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Considering its focus on helping staff address client questions in public settings, the program includes study plans, shadowing, and mock sessions. New hosts receive ongoing training to keep their knowledge current, including regular partnership with tenured participants to receive feedback and support.

Considering its focus on helping staff address client questions in public settings, the program includes study plans, shadowing, and mock sessions. New hosts receive ongoing training to keep their knowledge current, including regular partnership with tenured participants to receive feedback and support.

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The program expanded in 2024 to train new hosts in response to an increase in the company's client base and it has seen strong results. Nearly twice as many staff as expected have participated, driving a substantial increase in client reach.

The program expanded in 2024 to train new hosts in response to an increase in the company's client base and it has seen strong results. Nearly twice as many staff as expected have participated, driving a substantial increase in client reach.

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Of course, employees also have the freedom to chart their own course for learning. All staff participate in the learning journeys program, which addresses skill and competency needs at four professional levels: associate, analyst, team leader, and vice president.

Of course, employees also have the freedom to chart their own course for learning. All staff participate in the learning journeys program, which addresses skill and competency needs at four professional levels: associate, analyst, team leader, and vice president.

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Each learning journey features a combination of structured curriculum and additional, optional development opportunities centered around its professional level's needs. Fisher Investments complements its learning journeys experiences with more than 10,000 courses available through its learning management system, ranging from quick, digestible micro-learning sessions to in-depth courses.

Each learning journey features a combination of structured curriculum and additional, optional development opportunities centered around its professional level's needs. Fisher Investments complements its learning journeys experiences with more than 10,000 courses available through its learning management system, ranging from quick, digestible micro-learning sessions to in-depth courses.

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To Miramontes, such a flexible approach is a key driver of the company's talent strategy and growth. "When development opportunities are tailored to the needs employees face throughout their careers, they can develop effectively while supporting the firm's long-term success."

To Miramontes, such a flexible approach is a key driver of the company's talent strategy and growth. "When development opportunities are tailored to the needs employees face throughout their careers, they can develop effectively while supporting the firm's long-term success."

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View the entire list of 2025 BEST Award winners.

View the entire list of 2025 BEST Award winners.