Job Description

About Oliver Wyman

Oliver Wyman, a Marsh (NYSE: MRSH) business, is a management consulting firm driven by 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 $27 billion and more than 95,000 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:

We are looking for an exceptional individual to join the Americas Talent Management Team as Talent Management Lead (TM Lead).

The TM Lead is responsible for overseeing talent management within a designated practice or large sub-team, serving as a trusted advisor to the unit’s leadership and possessing a strong understanding of the practice’s business needs and offerings. The TM Lead actively monitors the performance of consultants, understanding their areas of expertise, strengths, and developmental objectives, while providing guidance on their career development. They independently manage staffing, navigating demand and supply dynamics to help avoid escalations, and oversee effective performance management and compensation processes. Additionally, the Talent Management Lead advises practice leadership on a range of talent management topics, monitors key talent KPIs, and proactively identifies potential talent management issues. They also lead or collaborate on initiatives at the practice or regional level, driving innovative solutions and ensuring alignment with organizational goals while fostering a supportive work environment.

The successful candidate will be able to proactively, delicately and empathetically balance the needs of the business alongside the preferences, career goals and development needs of the consultant to deliver appropriate staffing and talent management outcomes. They will frequently interact with very senior leaders in the business and need to be able to foster strong relationships across all organizational levels. The candidate should exhibit strong problem-solving abilities, excellent communication and organizational skills, and high attention to detail.

This is a hybrid role that requires 3 days per week in our midtown NYC office. There is no option to be fully remote.

Key Responsibilities:

Talent Leadership for at least one practice or large sub-team

• Serve as the primary point of contact for leadership on all aspects of Talent Management. Foster strong partnerships with Learning & Development, Recruiting, and Human Capital Operations to ensure aligned execution of talent processes.
• Take a holistic view of talent management needs within the unit, moving beyond traditional staffing and pastoral care for consultants, and proactively identify systemic talent issues and trends, including broader implications for the group and anticipate mid- to long-term challenges.
• Collaborate with practice leadership to identify and articulate the talent agenda for the unit. Initiate strategic conversations on observed challenges, utilize data and insights to inform discussions and propose innovative solutions.
• Participate in practice, leadership, and partner meetings, regularly leading content

Talent Management

• Build relationships with consultants and develop a rounded view of their capabilities, professional goals, personal interest, and situations.
• Work with Practice leadership and relevant Partners on managing individuals’ careers and development; be keenly aware of consultant’s development path, their strengths and areas for development
• Provide career guidance to consultants and support them in building mentorship/career advisory relationships
• Monitor work-life quality and well-being and escalate issues when needed
• Partner with key stakeholders in the business to discuss a wide variety of strategic priorities: pyramid and capacity planning, performance management, overall staffing process, engagement etc.
• Analyze trends and metrics and provide insights on these trends to the business; work with business on appropriate solutions
• Identify training needs of employees; discuss this needs with the business, regional head of TM and L&D

Project staffing

• Responsible for the staffing of projects aligned to the designated unit
• Understand the pipeline of potential projects and be pro-active in raising issues and concerns
• Liaise with project team leaders to understand staffing needs and understand at a high-level the nuances of the type of work / roles being filled
• Be a trusted advisor on staffing matters, creating buy-in for staffing options and decisions
• Understand consultant skills, development goals and preferences to drive their development through strategic staffing
• Anticipate capacity issues and manage consultants' and Partner expectations accordingly
• Leverage a collaborative approach to problem-solving, ensuring that solutions consider regional capacity and the broader organizational context
• Team and collaborate with other TMs to find solutions
• Prepare and run regular meetings with practice leadership
• Track mobility issues, holidays, trainings, background checks and other ad-hoc staffing enabling tasks

Performance Management

• Understand the competency model of consultants and have discussions on ways in which they can improve their toolkit
• Proactively manage each consultant’s performance; e.g. read all project reviews as completed, challenge when necessary and follow-up any issues / performance flags
• Proactively seek informal feedback from Partners and project managers
• Coordinate, attend and contribute to Career Review meetings
• Employee relations – help consultants through difficult situations such as work life balance or with an uncomfortable team environment

Reporting

• Review relevant reports (utilization, staffing, OW Balance, etc.) and discuss any trends with the business
• Assemble project pipeline and consultant availability reports
• Ensure accuracy and management of data in resource planning database (Certinia)
• Run the weekly project extension and roll off updates
• Help to prepare documents and exhibits for various senior leadership meetings (using Excel and PowerPoint)

Experience Required:

• Bachelor’s degree and 5-8 years of relevant professional experience in a fast-paced and dynamic client services business environment. Management consulting and/or talent management experience preferred
• Experience balancing ever-changing work demands in a challenging environment with numerous stakeholders to satisfy
• Proven ability to foster relationships at all levels of the organization
• Comfortable working with data (excel, powerpoint and enterprise resource management software)

Skills and Attributes:

• Excellent communication, teaming and organizational skills
• Self-motivated and proactive; someone who takes full ownership of her/his work and is flexible to prioritize or reprioritize as needed
• Problem resolution mind-set; creative, strategic thinker who continually seeks ways to improve processes
• Credible, highly professional, able to negotiate effectively with partners and consultants with diverse personalities, cultures and backgrounds
• Genuinely interested in the development and career success of the consultants with whom they work
• A strong attention to detail and high level of accuracy is required to juggle multiple projects and tasks simultaneously; as well as the ability to organize, prioritize and manage one’s day and schedule to effectively to meet deadlines
• Comfortable working independently, but can thrive in a team setting; all while working in a fast-paced environment
• An individual known for his/her enthusiasm, integrity and willingness to “roll up his/her sleeves” to get the job done, even the more mundane aspects of the job

The applicable base salary range for this role is $121,000 to $168,000.

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 is a business of Marsh (NYSE: MRSH), a global leader in risk, reinsurance and capital, people and investments, and management consulting, advising clients in 130 countries. With annual revenue of over $27 billion and more than 95,000 colleagues, 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. 

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@marsh.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.