PMD Talent Effectiveness Manager

Grant Thornton•Chicago, IL

5h•Hybrid

About The Position

Grant Thornton is seeking a PMD Talent Effectiveness Manager to join the team. The PMD Talent Effectiveness Manager is responsible for the end‑to‑end facilitation and operational delivery of the U.S. PMD (Partners/Managing Directors) performance management process. Reporting to the Director, Global Talent Effectiveness, this role translates PMD performance strategy into clear plans, timelines, communications, and execution rhythms for the U.S. firm. The Manager partners closely with the Go-To-Market (GTM) organization (scorecard strategy and design owner) and internal stakeholders (e.g., HRIS, People Experience, Service Line Operations, Quality) to ensure accurate, timely, and well‑governed execution of the PMD performance lifecycle. This role is operational and program‑management focused: establishing cadence, ensuring tooling and data readiness (e.g., Oracle inputs), coordinating operational processes, communications, reporting/insights, and maintaining PMD program content on Canvas. The Manager supervises an INDUS‑based Global TE Senior Associate to delegate and quality‑assure tactical work.

Requirements

6–8 years of progressive experience in performance management, HR program management, PMO/operations, or organizational effectiveness (professional services experience a plus).
Hands‑on experience building and managing complex program plans (e.g., Smartsheet), SOPs, and process documentation.
Solid data and reporting skills (Excel/Power BI or similar) and experience supporting system data readiness with HRIS/Tech partners (e.g., Oracle workflow inputs/validations).
Proficiency with MS Office, SharePoint/Teams, and content maintenance on Canvas.
Strong written and verbal communication; experience drafting broad‑reach comms, FAQs, job aids, and leader talking points.
A business‑minded talent effectiveness professional who excels at program and process management with impeccable planning, coordination, and follow‑through.
Operationally rigorous, detail‑accurate, and deadline‑reliable in a fast‑moving, matrixed environment.
Analytical, comfortable with metrics and translating data into clear decisions, timelines, and stakeholder guidance.
A concise, audience‑aware communicator who can write, edit, and sequence communications that drive clarity and action.
A strong collaborator across GTM, People & Culture, Tech/HRIS, SL Ops, and Quality teams; adept at role clarity and RACI management.
Comfortable and trust-worthy with confidential information, sound judgment, and executive‑facing professionalism.

Nice To Haves

People management experience preferred.

Responsibilities

Build and own the annual calendar and execution plan for PMD expectation-setting, mid-year and year-end performance cycles, including milestones, dependencies, risks, and cutovers.
Develop operational playbook (SOPs, timelines, roles/RACI) and maintain a clean source of truth for all stakeholders.
Coordinate leader and participant briefings (slides, agendas, run of show) and align logistics with cross-functional partners (e.g. People Experience, Internal Communications, and Service Line Operations).
Manage PMD support mailbox triage for related inquiries and ensure timely, accurate Q&A routing and closure.
Partner with office of the COO on the scorecard’s operationalization (i.e., confirm data definitions, timelines, and downstream process implications) while COO retains scorecard design/strategy ownership.
Coordinate with office of COO and HRIS/Technology teams to ensure all Oracle performance‑cycle data is prepared and delivered accurately and on time, including confirming required data fields, validating upload templates, monitoring data loads for quality, and resolving issues as they arise.
Track issue/risk logs tied to scorecard use (e.g., targets, sales crediting impacts, quality/lead integration points); escalate with clear recommendations.
Translate annual updates to the PMD scorecard, as designed and determined by the office of the COO, into clear enablement resources, such as targeted communications, updated FAQs, revised guidance, and leader/evaluator explanations so stakeholders know exactly what has changed and how it affects the PMD process.
Develop annual PMD performance process communications and supporting materials, such as performance cycle announcements, instructions, and FAQs, to ensure PMDs and evaluators understand timelines, expectations, and required actions throughout the year.
Maintain Canvas intranet pages for PMD program content (guidance, timelines, links to tools), ensuring findability and version control; coordinate with the Canvas team for archival hygiene as needed.
Partner with office of the COO to support Service Line/Quality teams with clarifying guidance where PMD scorecard measures intersect with SL specific quality standards or lead behaviors; route strategic questions to office of the COO delegate for PMD scorecard.
Generate and maintain PMD cycle reporting—such as participation, timeliness, exceptions, and overall cycle progress—and prepare summaries and insights that help leaders monitor the process and make informed decisions.
Verify the accuracy of all PMD-related data flowing into and out of systems (e.g., Oracle uploads, dashboards), and partner with Tech/HRIS/Analytics to resolve data issues, correct mappings, and ensure performance information is accurate and reliable.
Synthesize trends, questions, and common pain points from office hours and mailboxes into actionable insights and change recommendations.
Maintain SOPs, RACI, and decision logs, including version control across shared repositories.
Drive post-performance cycle retrospectives and implement improvements to timelines, tooling, and communications.
Monitor external best practices in performance enablement and apply those that improve clarity, quality, or speed.
Directly manage the INDUS based Global TE Senior Associate (US PMD TE; US Promotions; Global Core Succession); set priorities, delegate tasks, and review output for accuracy and completeness; coordinate dotted line work with the Global Succession & Readiness Manager.
Partner closely with Total Rewards to synchronize PMD performance and rewards timelines and processes.
Enable and train HRBPs on PMD core processes they support (e.g. calibration facilitation).
Coordinate with Analytics and Finance to ensure the PMD performance process is supported and enabled with accurate data and reporting.
Act as business owner for PMD‑specific Oracle performance forms (goal‑setting, mid‑year on/off‑track, and year‑end ratings), defining requirements and validating usability.