Oliver Wyman - Partner Talent Specialist

Company: Oliver Wyman Description: 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 corn ers — ident ifying 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: Analytics, Reporting & Planning Tools Design, build, and maintain dashboards, reports, and data visualizations that provide timely insights into Partner Talent operations. Analyze large and complex datasets from multiple sources to identify trends, risks, opportunities, and emerging talent issues. Translate quantitative and qualitative data into concise executive-ready presentations, reports, and recommendations for senior leadership. Develop clear data stories that connect analysis to business implications, enabling informed decision-making. Identify opportunities to automate reporting, streamline workflows, and improve operational efficiency through process redesign and technology. Stakeholder Engagement & Cross-Functional Partnership Partner closely with senior leaders across Human Capital and the business to deliver talent initiatives and solve complex organizational challenges. Build strong working relationships across Global Professional Development, Learning & Development, HC Operations, Chiefs of Staff, Impact Managers, and the CEO/COO Offices. Facilitate discussions with senior stakeholders to gather requirements, communicate insights, and drive alignment on talent decisions. Lead or contribute to strategic Talent and Human Capital projects as business priorities evolve. 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 Experience Required: 3–5 years of experience in consulting, strategy, people analytics, HR technology, operations, or a similarly analytical role where structured problem-solving and data-driven decision-making were central to the work. Demonstrated experience working with large, complex, and often ambiguous datasets , bringing together information from multiple sources to identify trends, uncover insights, and inform business decisions. Strong analytical and storytelling capability , with the ability to structure data into meaningful analysis, synthesize findings into clear narratives, and articulate implications and recommended next steps for senior leadership. Experience designing and delivering dashboards, executive reporting, and data visualizations , translating complex quantitative and qualitative information into concise, actionable insights. Proven ability to drive process improvement and influence decision-making by partnering effectively with senior leaders and cross-functional stakeholders in a fast-paced, matrixed environment. 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 [email protected]. 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.