Expert Project Manager

Marsh McLennan•New York, NY

3d•$135,700 - $271,200•Hybrid

About The Position

Marsh is seeking an Expert Project Manager to join their HR/People Strategy & Talent Systems team. This role requires a deep understanding of how HR functions connect to business outcomes, including job families, role design, competency models, performance expectations, career architecture, internal mobility, and learning curricula. The ideal candidate can balance standardization with flexibility, creating enterprise frameworks while accommodating domain differences. They should possess an analytical and data-driven orientation, comfortable using qualitative and quantitative inputs to produce gap analyses, action plans, and target-state frameworks with measurable outcomes. Strong judgment is needed to define directionally correct strategies even with imperfect data, iterating through stakeholder validation. Experience in designing adoption strategies for sustained uptake, including communication planning, change impact assessments, and enablement for leaders/managers, is crucial. The role emphasizes pragmatic, implementation-ready outputs over just strategy decks.

Requirements

Deep understanding of how HR levers connect to business outcomes (Job families and role design, Competency and skills models, Performance and development expectations, Career architecture and internal mobility, Learning curricula design and adoption).
Ability to balance standardization with flexibility—creating enterprise-enabled frameworks while accommodating domain differences and location nuances.
Comfort working with qualitative and quantitative inputs (skills inventories, role/task analysis, workforce segmentation) to produce: Gap analyses, Prioritized action plans, Target-state frameworks, with measurable outcomes.
Strong judgment in defining “what’s directionally right” when data is imperfect, and iterating through stakeholder validation.
Experience designing adoption strategies that drive sustained uptake: Communications planning and stakeholder messaging, Change impact assessments, Enablement for leaders/managers, Integration into HR rhythms (onboarding, learning, performance, workforce planning).
Pragmatic orientation toward “implementation-ready” outputs (not just strategy decks).
HR Program Management / PMO discipline.
Workforce strategy and capability building.
Skills frameworks and proficiency modeling.
Role architecture and career path design.
Learning strategy, onboarding integration, knowledge transfer design.
Operating model design (governance, decision rights, ways of working).
Executive communication (written + verbal).
Workshop design and facilitation.
Change management and adoption planning.
Strong judgment, discretion, and ability to operate with sensitive information.
Structured, outcome-oriented, and able to thrive in ambiguity.
Comfortable operating at pace with senior leaders and complex stakeholder groups.
High ownership mindset—able to anticipate needs and drive to closure.
Collaborative, low-ego approach with strong client service orientation.
Able to simplify complexity and translate strategy into action.

Responsibilities

Manage HR programs and PMO discipline.
Develop workforce strategy and capability building initiatives.
Design skills frameworks and proficiency models.
Lead role architecture and career path design.
Develop learning strategy, onboarding integration, and knowledge transfer design.
Design operating models, including governance, decision rights, and ways of working.
Communicate effectively with executives, both written and verbally.
Design and facilitate workshops.
Plan and execute change management and adoption strategies.
Operate with strong judgment, discretion, and handle sensitive information.