The Role
Leads HR and people-strategy programs involving job architecture, competency models, career paths, learning, workforce capability, and talent systems. Develops data-driven gap analyses, target-state frameworks, action plans, governance models, and adoption strategies. Facilitates workshops, communicates with executives, enables managers, manages change, and translates strategy into implementation-ready solutions while handling sensitive information and coordinating complex stakeholders.
Summary Generated by Built In
Company:MarshDescription:HR/People Strategy & Talent Systems
- Deep understanding of how HR levers connect to business outcomes, including: Job families and role design, Competency and skills models, Performance and development expectations, Career architecture and internal mobility, Learning curricula design and adoption
- Ability to balance standardization with flexibility—creating enterprise-enabled frameworks while accommodating domain differences and location nuances.
- Comfort working with qualitative and quantitative inputs (skills inventories, role/task analysis, workforce segmentation) to produce: Gap analyses, Prioritized action plans,Target-state frameworks, with measurable outcomes
- Strong judgment in defining “what’s directionally right” when data is imperfect, and iterating through stakeholder validation.
- Experience designing adoption strategies that drive sustained uptake: Communications planning and stakeholder messaging, Change impact assessments, Enablement for leaders/managersIntegration into HR rhythms (onboarding, learning, performance, workforce planning)
- Pragmatic orientation toward “implementation-ready” outputs (not just strategy decks).
- HR Program Management / PMO discipline
- Workforce strategy and capability building
- Skills frameworks and proficiency modeling
- Role architecture and career path design
- Learning strategy, onboarding integration, knowledge transfer design
- Operating model design (governance, decision rights, ways of working)
- Executive communication (written + verbal)
- Workshop design and facilitation
- Change management and adoption planning
- Strong judgment, discretion, and ability to operate with sensitive information
- Structured, outcome-oriented, and able to thrive in ambiguity
- Comfortable operating at pace with senior leaders and complex stakeholder groups
- High ownership mindset—able to anticipate needs and drive to closure
- Collaborative, low-ego approach with strong client service orientation
- Able to simplify complexity and translate strategy into action
Skills Required
- Deep understanding of how HR levers connect to business outcomes, including job families, role design, competency models, performance expectations, career architecture, internal mobility, and learning curricula.
- Ability to balance enterprise standardization with domain differences and location nuances.
- Comfort working with qualitative and quantitative inputs, including skills inventories, role/task analysis, and workforce segmentation.
- Ability to produce gap analyses, prioritized action plans, target-state frameworks, and measurable outcomes.
- Strong judgment when defining direction with imperfect data and validating solutions with stakeholders.
- Experience designing adoption strategies, communications plans, stakeholder messaging, change impact assessments, and leader or manager enablement.
- Ability to integrate HR initiatives into onboarding, learning, performance, and workforce-planning processes.
- HR program management and PMO discipline.
- Workforce strategy and capability-building experience.
- Experience with skills frameworks and proficiency modeling.
- Experience with role architecture and career-path design.
- Learning strategy, onboarding integration, and knowledge-transfer design experience.
- Operating model design, including governance, decision rights, and ways of working.
- Strong written and verbal executive communication skills.
- Workshop design and facilitation skills.
- Change management and adoption-planning experience.
- Strong judgment, discretion, and ability to handle sensitive information.
- Structured, outcome-oriented approach and ability to thrive in ambiguity.
- Ability to work at pace with senior leaders and complex stakeholder groups.
- High ownership mindset, including anticipating needs and driving work to closure.
- Collaborative, low-ego approach with strong client-service orientation.
- Ability to simplify complexity and translate strategy into action.
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The Company
What We Do
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 7,000 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 is a business of Marsh McLennan [NYSE: MMC].
