Oliver Wyman

Manage early-career consultants' performance, staffing, and development while collaborating with leadership and other talent managers. | Requires 5+ years HR or consulting experience, strong relationship-building, communication, and strategic thinking skills in a dynamic environment. | 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 $27 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: Oliver Wyman is seeking a Talent Manager to manage a population of early-tenured consultants (between 0-4 years of experience.) This role will be responsible for their scheduling and performance management, and for personally engaging with all consultants in your group to know and understand their strengths, development objectives, personal preferences and career goals. You will also interact with Partners and Talent Managers in other parts of the business to assemble consulting teams and to remediate any issues. The successful Talent Manager will be able to proactively and delicately 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. Key Responsibilities: Talent Management: • Actively engage in the performance management process which involves analyzing project reviews, challenging the reviews when necessary and participating in sensitive dialogue regarding an individual’s performance • Develop a trusted relationship with the respective consultant group to effectively provide career guidance; as well as the ability to understand consultant staffing preferences and evaluate consultant project performance • Ensure consultants understand their own development needs and guide them on how best to grow professionally within the firm • Liaise with Employee Relations when difficult situations arise • Monitor the Work-Life-Balance of the consultant group and take action when appropriate • Take pulse of overall morale and actively engage in and coordinate events for the broader North American consultant population Project Staffing: • Collect project details and understand the context of the project work to effectively communicate with the consultant group • Collaborate with other CCG Talent Managers to determine which consultants in North America provide “best fit” solutions to projects while being mindful of balancing individual consultant needs • Actively communicate with consultants to help them understand where their next staffing opportunity may be • Communicate/discuss staffing messages to consultants such that they understand why decisions were made Consultant Development and Training: • Proactively engage with consultants regarding development needs, with suggestions for different courses of action on professional development • Ensure each consultant’s performance management objectives are acted upon (via project work, trainings, supplemental learning, etc.) • Monitor consultant progression against development objectives and provide support when appropriate • Review individual consultant skill development, project timing, suggested training schedule, etc. Oliver Wyman development: • Work on strategic initiatives with Oliver Wyman’s Human Capital team and with other leaders across the firm to improve the employee experience (retention, benefits, flexible working, etc.) • Organize and drive special projects to improve the talent management function, address critical business issues while increasing personal and team visibility with firm leaders • Lead various initiatives within the CCG that relate to community building • Be a strong firm citizen and embody Oliver Wyman values in day-to-day activities Experience Required: • Bachelor’s Degree and 5+ years of relevant professional experience in a fast-paced and dynamic client services business environment. • Management consulting and/or progressive Human Resources experience preferred • Experience balancing ever-changing work demands in a challenging environment with numerous stakeholders Skills and Attributes: • Proven ability to establish and grow relationships at all levels within an organization • Credible, highly professional, able to communicate and negotiate effectively while managing diverse personalities, cultures and backgrounds • Excellent written and verbal communication skills; ability to tailor the message to fit the audience • Self-motivated and proactive; someone who takes full ownership of her/his work and is flexible to prioritize or reprioritize as needed • Comfortable working with data (excel, powerpoint and enterprise resource management software) • Creative, strategic thinker who continually seeks ways to improve process • 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 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. R_357444

Manage and improve partner talent performance, development, and integration processes with data-driven insights. | 3-5 years experience in consulting, strategy, people analytics, or HR tech with strong data fluency and process improvement skills. | 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: This role sits at the intersection of people strategy, data, and organizational design — and is designed for someone who thinks analytically, communicates with clarity, and genuinely cares about the experience of senior talent at a global professional services firm. You will work closely with the Partner Talent Management Leader in the Americas to run and continuously improve the systems, processes, and reporting that support Partner performance, development, and integration across the Americas. Half of your time will be spent executing and improving existing processes with precision; the other half will be spent seeing around corners — identifying gaps, building tools, and translating data into insights that leadership can act on. This is not a generalist HR role. It is a strategy and insights role that sits within a talent function. This is a hybrid role that requires 3 days per week in the office. There is no option to be fully remote. What You'll Do: Partner Performance & Talent Processes • Support the full Partner performance management cycle, including year-end reviews, mid-year check-ins, and objective compliance tracking • Help identify and select candidates for core talent processes: Partner Deep Dives, Check Points, Training nominations, Principal-to-Partner promotion, and annual Talent Reviews for the Global Leadership Team • Track and report on Partner hiring, exits, and transfers across the Americas Experienced Hire Integration • Own a central role in the Experienced Partner Hire onboarding process — from building integration plans with Partner Sponsors to coordinating pre-start logistics and Day 1 execution • Draft and maintain onboarding documentation; write welcome communications for distribution across the OW community • Track Partner progress individually and across the portfolio; build and deliver progress reports for senior leadership • Continuously improve the integration process based on what the data and feedback tell you Analytics, Reporting & Planning Tools • Design and maintain reporting tools that support ongoing Partner Talent operations • Translate complex, multi-dimensional talent data into clear narratives and recommendations for leadership audiences • Identify patterns and connection points across Partner experience touchpoints — surfacing insights before they become issues • Drive process improvement initiatives that create efficiency without sacrificing quality Stakeholder Engagement & Cross-Functional Partnership • Build trusted relationships across Human Capital (Global PD, L&D, IDB, HC Ops) and with business leaders across the Americas (Chiefs of Staff, Impact Managers, COO office) • Support special projects as needed Experience Required: • 3–5 years of professional experience in consulting, strategy, people analytics, HR tech, or a comparable role where data-driven insight and structured problem-solving were core to the work • A track record of building clear narratives from complex or ambiguous data sets — particularly for senior audiences • Experience designing or improving processes, not just executing them • Comfort operating with senior leaders and across organizational complexity • Professional services or partnership-model exposure is a plus, not a requirement Skills and Attributes: • Data fluency: you can build, interrogate, and draw insight from reporting tools; proficiency in Excel is required; familiarity with HRIS or people analytics platforms is a plus • Storytelling: you translate data and observations into crisp, compelling narratives — in writing and in the room • Strategic anticipation: you connect dots across workstreams and spot talent and experience issues before they surface • Employee experience sensibility: you think about the Partner journey holistically, not just the individual transaction • Execution discipline: you follow through on complex, multi-stakeholder processes without losing the thread • Adaptability: you shift between analytical work and operational delivery fluidly, and you recalibrate quickly as priorities change • International mindset: you work effectively across cultures and geographies The applicable base salary range for this role is $84,000 to $117,000. 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. R_352768