Oliver Wyman - Talent Management Lead - New York

Marsh McLennan•New York, NY

3d•$121,000 - $168,000•Hybrid

About The Position

Oliver Wyman is seeking a Talent Management Lead to join its Americas Talent Management Team. The role oversees talent management for a designated practice or large sub-team and serves as a trusted advisor to unit leadership. The Lead monitors consultants’ performance, expertise, strengths, and development goals; advises on career development; independently manages project staffing; and oversees performance management and compensation processes. The role also advises practice leadership on talent matters, monitors key talent indicators, identifies potential issues, and leads or collaborates on practice- or region-level initiatives. The successful candidate will balance business needs with consultants’ preferences, career goals, and development needs, while building relationships with senior leaders and colleagues throughout the organization. The position is hybrid and requires three days per week in Oliver Wyman’s Midtown New York City office; fully remote work is not available. Responsibilities span talent leadership, career and performance management, project staffing, employee relations, reporting, and collaboration with stakeholders such as Practice Leadership, Partners, Learning & Development, Recruiting, Human Capital Operations, and other Talent Managers. The role uses data and resource-planning tools to inform decisions, track staffing and performance, and prepare materials for senior leadership meetings.

Requirements

Bachelor’s degree.
5–8 years of relevant professional experience in a fast-paced, dynamic client-services business environment.
Experience balancing changing work demands and the needs of multiple stakeholders.
Proven ability to build relationships at all levels of an organization.
Comfort working with data, Excel, PowerPoint, and enterprise resource-management software.
Excellent communication, teamwork, and organizational skills.
Self-motivated and proactive, with ownership of work and flexibility to reprioritize as needed.
Problem-resolution mindset and creative, strategic approach to improving processes.
Professional credibility and ability to negotiate effectively with people of diverse personalities, cultures, and backgrounds.
Genuine interest in consultants’ development and career success.
Strong attention to detail and accuracy, with the ability to manage multiple projects and tasks, organize and prioritize work, and meet deadlines.
Ability to work independently and thrive in a team and fast-paced environment.
Enthusiasm, integrity, and willingness to take on both complex and routine work.

Nice To Haves

Management consulting experience.
Talent management experience.

Responsibilities

Serve as the primary talent management contact for practice or large sub-team leadership and partner with Learning & Development, Recruiting, and Human Capital Operations to coordinate talent processes.
Identify talent needs, systemic issues, trends, and potential mid- to long-term challenges; use data and insights to propose solutions and shape the unit’s talent agenda.
Participate in practice, leadership, and partner meetings, regularly leading content.
Build relationships with consultants and develop an understanding of their capabilities, goals, interests, circumstances, strengths, and development needs.
Work with Practice Leadership and Partners on consultants’ career development; provide career guidance and help consultants build mentorship and career advisory relationships.
Monitor consultants’ work-life quality and well-being and escalate issues when needed.
Partner with business stakeholders on strategic priorities including capacity planning, performance management, staffing, and engagement.
Analyze talent trends and metrics, share insights with the business, and work with stakeholders on appropriate solutions.
Identify employee training needs and discuss them with the business, the regional head of Talent Management, and Learning & Development.
Manage staffing for projects aligned with the designated unit and proactively flag pipeline, demand, or capacity concerns.
Liaise with project team leaders to understand staffing needs and the nature of work and roles to be filled.
Advise on staffing decisions, build buy-in, and use consultants’ skills, development goals, and preferences to inform strategic assignments.
Manage consultant and Partner expectations, collaborate with other Talent Managers, and consider regional capacity and broader organizational needs when resolving staffing issues.
Prepare and run regular meetings with practice leadership; track mobility issues, holidays, training, background checks, and other staffing-enabling tasks.
Understand the consultant competency model and discuss ways consultants can improve their skills.
Proactively manage performance by reviewing project feedback, following up on issues and performance flags, and seeking informal feedback from Partners and project managers.
Coordinate, attend, and contribute to Career Review meetings; support consultants through employee-relations challenges such as work-life balance concerns or uncomfortable team environments.
Review utilization, staffing, OW Balance, and other relevant reports; discuss trends with the business.
Compile project-pipeline and consultant-availability reports, maintain accurate data in the Certinia resource-planning database, and run weekly project extension and roll-off updates.
Prepare documents and exhibits for senior leadership meetings using Excel and PowerPoint.