Oliver Wyman - Partner Talent Management Lead, Americas

Marsh McLennan•Chicago, IL

6d•$165,000 - $220,000•Hybrid

About The Position

The Partner Talent Management Lead operates at the critical intersection of talent strategy, business growth, and regional leadership governance. This senior role combines strategic vision with operational rigor to shape and execute the Partner talent architecture that drives firm performance, leadership pipeline strength, and long-term growth. The role requires exceptional stakeholder management skills and a trusted advisory presence with senior leadership, directly impacting the Partner pipeline, performance management, and revenue growth. This is a hybrid role requiring 3 days per week in the office. There is no option to be fully remote.

Requirements

Bachelor’s degree and 10+ years of experience in executive-level talent strategy, talent operations, performance management, and coaching within professional services or consulting firms.
Strong business acumen and partnership capabilities, with the ability to learn and adapt quickly to changing business needs.
Proven ability to develop and execute senior-level talent strategies aligned with regional business priorities and growth objectives.
Trusted advisor to senior leadership, skilled at influencing and building strong, collaborative relationships and networks.
Expertise in managing senior-level talent pipelines, succession planning, and mitigating attrition risks.
Experienced in leading performance review committees and rigorous performance evaluation processes.
Strong communication and influencing skills, accomplished in consensus building and adapting style across diverse audiences.
Operational and client service excellence with an ownership mindset.
Excellent project management skills to coordinate complex talent processes and cross-functional initiatives.
Collaborative leader with experience working across regions and functions to share best practices and drive consistency.
Market-savvy with a track record of leveraging external benchmarking to inform talent strategy.
Comfortable working independently and thriving in a team setting within a fast-paced environment.
Strong advocate for Partner talent strategies that drive business growth and organizational health.

Responsibilities

Act as a trusted career advisor, coach, and sounding board for Partners, supporting clarity on career trajectories and growth paths within the firm.
Collaborate closely with the Partner Development Council (PDC) and Learning & Development teams to design and deliver tailored Partner development programs addressing key skill gaps and regional needs.
Lead the regional coordination and operational execution of the Partner Review Committee (PRC) process, ensuring rigorous candidate identification, compelling business case development, and a seamless candidate experience.
Strengthen the Principal leadership pipeline by enhancing development programs and partnering with practice leaders to secure effective sponsorship and career guidance.
Interface with counterparts across regions to share best practices and improve collaboration.
Own the end-to-end execution and integrity of Partner performance management processes, including mid-year feedback, year-end reviews, and objective-setting, collaborating with Business Impact Managers and cross-functional teams to ensure fairness, consistency, and accountability.
Drive commercial effectiveness reviews and performance interventions, managing Partner watchlists, mutual departure discussions, and Focused Development Plans (FDPs) with rigor and sensitivity.
Support Senior HC Business Partner and regional leadership in managing Partner exits and retirement pathways, ensuring smooth transitions aligned with firm strategy and culture.
Champion the onboarding and integration experience for new external Partners and newly promoted Partners, proactively monitoring progress, identifying challenges, and recommending timely interventions to ensure successful assimilation.
Provide hands-on operational support to ensure seamless transitions, engaging appropriate commercial leaders and stakeholders as needed.
Serve as a strategic partner to the Head of Recruiting in the Americas by creating an open feedback loop on Partner candidates, regularly evaluating recruitment outcomes, and providing actionable insights to enhance recruiting effectiveness.
Partner with Senior HC Business Partner to provide timely, pragmatic input on Partner employment relations matters, including exit negotiations and conflict resolution, balancing firm interests with Partner engagement and retention considerations.
Prepare and present data-driven reports and insights on Partner performance and talent management metrics to senior leadership.
Maintain rigorous operational standards and accountability in talent processes to ensure fairness, consistency, and transparency.