Global Senior Manager, Partner Development

Oliver Wyman is a global leader in management consulting. With offices in more than 70 cities across 30 countries, Oliver Wyman combines deep industry knowledge with specialized expertise in strategy, operations, risk management, and organization transformation. The firm has more than 6,000 professionals around the world who work with clients to optimize their business, improve their operations, and risk profile, and accelerate their organizational performance to seize the most attractive opportunities. Oliver Wyman’s thought leadership is evident in our agenda-setting books, white papers, research reports, and articles in the business press. Our clients are the CEOs and executive teams of the top Global 1000 companies.

Visit our website for more details about Oliver Wyman: www.oliverwyman.com

This is a hybrid role requiring 3 days per week in the NYC office. There is no option be fully remote.

Job Overview:

The Global Senior Manager owns the Mid-Year Check-in and Year End Review processes globally across Partner and Executive Director populations (~800 people) to ensure high quality and timely performance assessments feeding into compensation adjustments and franchise impact level/benchmark adjustments. They will manage the implementation and continuous improvement of:

• The overall timeline and efficient communications across the Partner group, a diverse range of supporting participants, and OW global leadership
• The proprietary in-house review tool (PROW)
• Upward Feedback & Leadership Surveys to ensure 360-degree input
• Teaming and Partner Compact assessments
• Office Leader and Firm Contribution assessments
• A variety of reporting metrics
• Global Calibration of Franchise Impact Levels & compensation recommendations for the Regional Heads and OW Compensation Committee.

In addition to managing the review processes, the Senior Manager plays a strategic role, acting as a bridge to the Partner Development team. Leveraging generative AI (e.g OWL), they will run analyses to extract development learnings to help us to gain a deeper understanding of our partner portfolio.

The Senior Manager will liaise closely with the Head of Partner Performance, Regional Partner Talent Managers & Business Impact Teams, Partnership Committee, Partner Development Council and Partner Finance Team, handling sensitive and confidential information. They will be supported by a member of the Partner Development team at 40%.

Key Responsibilities:

• Oversee & drive the time-sensitive Year-End Review process. Set agenda/map meetings from Region Head kick-offs to Feedback Fridays to Team Carousels to Franchise Impact Level recommendations. Ensure commitment of stakeholders. Manage the involvement of key participants (e.g. Partner Talent Managers, Business Impact team, Regional Chief of Staff, Executive Assistants and Global Leadership Team). Improve collaboration where necessary. Be the “go to” guru for any inquiries on process, review tool, etc.
• Define, create & implement YER timeline communication plan(s) for a range of audiences emphasizing clarity of deadlines at each stage to ensure milestones are achieved and smooth progression to subsequent stages. Own and manage updates to resource materials on the Partner Development page of Colleague Connect.
• Owner of in-house review system (PROW). Liaise w/ITS to design enhancements, data exports, manage workflow, 2nd and 3rd order effects, and maintain manual updates to tool (Practice changes, Lead Liaison adjustments, etc). Create user manuals. Ensure user experience is as smooth and efficient as possible.
• Conduct PROW coaching sessions during YER cycle. Orchestrate and present “Objectives Setting/Intro to PYER & PROW” sessions for each new external partner hire and new Partner, Executive Director and (Specialist) promotes. Ad hoc advisor/coach when new partners request further assistance.
• Manage time-sensitive Mid-Year Check-in process:
• Prepare and conduct Qualtrics 360 Leadership Survey & Peer-to-Peer Partner Compact & Teaming feedback.
• Together with Partner Talent Managers & Business Impact team ensure LLs meet with Advisees to discuss progress against objectives, check list of feedback providers, receive Upward Feedback etc.
• Upward Feedback: Prepare half-yearly reports to be used in discussions Ensure anonymity, accurate reporting and distribution of confidential data to Team Leaders, GLT, PDC, Partnership Committee.
• Manage external vendor (Qualtrics 360) and Talent Analytics team to administer Team Leader Surveys covering GLT, Market and Practice Team Leaders. Create and distribute confidential reports.
• Work with Head of Partner Performance as key advisor at global Partner Review “SWAT” team meetings (bi-weekly during Mid-Year Check-in and YER cycle): Produce a variety of status reports/metrics at global, regional, team level to ensure all stages of the process run efficiently.
• Own the Franchise Impact (FI) Scaler and FI level workflow process to ensure timely and accurate data is prepared for the annual FI Summary report and Regional Head Global cross-calibration meetings and subsequent OW Compensation Committee approvals. Together with Head of Partner Performance, prepare data and facilitate discussions at Regional Head and OWCC meetings. Work closely with the Partner Compensation team to ensure submission of high-profile, confidential, accurate and timely data.
• Contribute to the development of the PD resource to help them become fully acquainted with the Partner Reviews processes, enabling them over time to work independently and provide greater overall support.
• Ensure strong connections to the work of the Partner Development team and Partner Development Council by using generative AI (e.g. OWL) to extract key learnings from partner review processes, looking at these in terms of partner demographics (region, tenure, Franchise stage / level etc.) These will be shared with the GLT, regional leadership teams, PDC and PD teams and can be used to inform the development of our partner training offering.
• Conduct an annual review of Mid-Year and Year-End Review processes to identify any pain points, potential solutions and how the processes can be improved going forward. This may involve ad hoc special projects based on current experience and / or stakeholder feedback.

Experience Required:

• The ideal candidate will possess 7+ years of experience in professional services working with senior level staff in performance management or human capital strategy.

Skills and Attributes:

• Strong Excel and PowerPoint skills. The role requires strong analytical skills and the ability to bring these to life in PowerPoint. The Senior Manager should be able to contextualize the results of analyses and extract the “so what” aspects. Attention to detail is paramount when creating the FI level reports.
• Strong storytelling & communication skills (both written & verbally) as well as the ability to collaborate and communicate in an efficient and effective manner with all audiences.
• Maturity to work effectively with and gain the respect of senior leaders. Manage high-profile confidential information and present findings in a timely and concise manner.
• Ability to form trusted relationships at all levels across the organization. Facilitate interconnectivity while holding both the individual view and the enterprise-wide view.
• Strong influencing skills - accomplished in consensus-building and getting stakeholders to take action even when it may not be their top priority.
• Excellence in process design; independently implement/manage tasks to conclusion in a tight timeframe. Cope in a complex environment and drive initiatives to success across multiple moving, interdependent work streams with high attention to detail and accuracy.
• Ability to develop solutions outside the box, look beyond what we currently have and know. Strong capability to break down complex issues and identify solutions consistent with OW firm values and culture.
• Able to work independently and successfully prioritize events, tasks, activities and meet deadlines in an extremely fast-paced environment as well as to collaborate effectively with diverse groups and thrive in a team setting.
• Enjoys collaborating and teaming with diverse groups.
• Flexibility to balance both strategic thinking and tactical implementation.
• Contribute to making Oliver Wyman a great place to work; international mindset and cross-cultural competence.

The applicable base salary range for this role is $137,000 to $175,000.

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.