Global Employee Experience & Engagement Practice Leader

Marsh McLennan•New York, NY

8d•$216,000 - $324,000•Hybrid

About The Position

Mercer's Employee Experience & Engagement practice sits at one of the most consequential intersections in modern business: how organizations understand, energize, and unlock the performance of their people. For years, the category has been defined by surveys — instruments that measure sentiment, benchmark scores, and report findings. That era is closing. Clients no longer want to be told what their employees think; they want to know what to do about it, what it's worth, and how AI is reshaping the answer. We are hiring a Managing Director/Partner to lead this practice globally and take it into its next chapter: from product-led survey provider to the category-defining advisor on workforce intelligence and human performance. P&L for the practice sits in our regions, where it belongs — close to clients and markets. This role leads the practice itself: its strategy, its solutions, its thought leadership, its global partnerships, and the capability of its people. Success will be measured by whether the regions hit and exceed their goals because of what this leader builds, ships, and influences.

Requirements

A senior consulting or industry leader (typically 15+ years) with deep credibility in employee experience, engagement, talent, or adjacent workforce domains with a clear point of view of the value employee listening and workforce intelligence can bring to companies.
A track record of leading through influence in a matrixed global organization — driving commercial outcomes through regional teams you don't directly control.
Demonstrated wins at the CHRO / C-suite level, with evidence of selling beyond products into advisory and transformation work.
Personal credibility as a practitioner: someone clients ask for by name because of the quality of their thinking and delivery, not just their title.
A clear point of view on where employee experience, engagement, and workforce intelligence are heading — including a working fluency with how AI is changing diagnostics, prediction, and the consulting model itself.
Track record of building global communities of practice and raising capability, not only acquiring it.
Comfort being a public voice — confident with media, stage, and written thought leadership — while operating within a global brand.
Global mindset; experience working across the Americas, EMEA, and Asia-Pacific is strongly preferred.

Responsibilities

Set the strategic agenda for the practice worldwide and sit on the global Talent Advisory leadership team.
Define the multi-year roadmap, our partnership and product strategy, and align the practice behind a coherent point of view.
Equip markets with sharper offers, better proposals, stronger sales materials, and differentiated thinking.
Partner closely with regional and country leaders on their largest opportunities, parachute into pursuits where your presence makes the difference, and hold yourself accountable for whether the practice is growing across the regions.
Personally engage on our most strategic global client relationships — the CHRO conversations where the question isn't "what does our engagement score mean" but "what should we do about hybrid, about AI adoption, about the productivity and trust gap, about the workforce we'll need in three years."
Set the direction for what we sell and how — evolving our solution set so that listening, intelligence, and action sit on a single thread.
Work closely with our product, data science, and AI teams to embed predictive and generative capabilities into how clients diagnose issues, decide what to do, and measure what changes.
Lead the global practice community — the consultants, analysts, and specialists who deliver the work in every region.
Set the bar for what "great" looks like, build the learning paths and certifications to get there, attract senior talent into the community, and make this a practice the best people in the field want to be part of.
Own the practice's most important external partnerships — technology providers, academic institutions, research bodies — and the global initiatives (flagship research, signature offerings, large transformation programs) that travel across regions and require central stewardship.
Be a visible external face of Mercer on the future of work, employee experience, and workforce intelligence — with clients, in the press, on stage, and in writing.