Oliver Wyman - Partner Talent Management Lead, Americas

Company:

Oliver Wyman

Description:

About Oliver Wyman

At Oliver Wyman, a Marsh (NYSE: MRSH) business, we bring deep industry insight, bold innovation, and a collaborative approach that cuts through complexity to help organizations navigate their most defining transformative moments.

As a business of Marsh, we work alongside the world’s leading experts across risk, reinsurance and capital, people and investments, and management consulting. Together with Marsh Risk, Guy Carpenter, and Mercer, we help organizations build resilience and competitive advantages from every angle. With annual revenue over $24 billion and more than 90,000 colleagues in 130 countries, Marsh helps build the confidence to thrive through the power of perspective. 

For more information, visit oliverwyman.com, or follow us on LinkedIn and X.   

Job Overview:

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.

Key Responsibilities:

Partner Talent Management & Development

• 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.

Partner Performance Management

• 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.

New Partner Integration & Onboarding

• 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 Employment Relations Advisory

• 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.

Process Governance & Reporting

• 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.

Qualifications:

• 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.

The applicable base salary range for this role is $165,000 to $220,000.

The base pay offered will be determined on factors such as experience, skills, training, location, certifications, education, and any applicable minimum wage requirements. Decisions will be determined on a case-by-case basis. In addition to the base salary, this position may be eligible for performance-based incentives.

We are excited to offer a competitive total rewards package which includes health and welfare benefits, tuition assistance, 401K savings and other retirement programs as well as employee assistance programs.

Oliver Wyman, a business of Marsh McLennan (NYSE: MMC), is a management consulting firm combining deep industry knowledge with specialized expertise to help clients optimize their business, improve operations and accelerate performance. Marsh McLennan is a global leader in risk, strategy and people, advising clients in 130 countries across four businesses: Marsh, Guy Carpenter, Mercer and Oliver Wyman. With annual revenue of $24 billion and more than 90,000 colleagues, Marsh McLennan helps build the confidence to thrive through the power of perspective. For more information, visit oliverwyman.com, or follow on LinkedIn and X.Marsh is committed to embracing a diverse, inclusive and flexible work environment. We aim to attract and retain the best people and embrace diversity of age background, disability, ethnic origin, family duties, gender orientation or expression, marital status, nationality, parental status, personal or social status, political affiliation, race, religion and beliefs, sex/gender, sexual orientation or expression, skin color, veteran status (including protected veterans), or any other characteristic protected by applicable law. If you have a need that requires accommodation, please let us know by contacting reasonableaccommodations@mmc.com.Marsh is committed to hybrid work, which includes the flexibility of working remotely and the collaboration, connections and professional development benefits of working together in the office. All Marsh colleagues are expected to be in their local office or working onsite with clients at least three days per week. Office-based teams will identify at least one “anchor day” per week on which their full team will be together in person.