Partner Talent Management Lead - IMEA Region

About the Role

We are seeking an experienced Partner Talent Management Lead to join the IMEA Talent Management Team, supporting India, Middle East, and South Africa regions. The position is based in Dubai, Riyadh, or Doha, and focuses on aligning partner talent strategies with business growth and regional leadership requirements. The role is integral for executing partner review cycles, managing performance assessments, and fostering development to ensure a robust leadership pipeline and sustainable organizational growth.

Key Responsibilities

• Oversee the complete Partner Review Cycle for the region, including scheduling, preparation of meeting materials, data consolidation, and coordination of all related logistics.
• Serve as a career guide for Partners, clarifying progression pathways and growth opportunities within the firm.
• Maintain accurate partner performance and talent data and generate comprehensive reports and dashboards for senior leadership.
• Work with the Partner Development Council and Learning & Development teams to design customized development programs addressing skill gaps and regional needs.
• Lead the execution of the Partner Review Committee process, ensuring thorough candidate evaluation and positive candidate engagement.
• Collaborate with other Partner Talent Management Leads across the firm to share best practices and foster organizational alignment.
• Administer the full performance management cycle for Partners, including mid-year feedback, annual reviews, and objective settings, ensuring consistency and fairness.
• Manage sensitive Partner watchlists, mutual departures, and focused development plans in close coordination with talent and operations leadership.
• Facilitate new Partner onboarding and integration, monitoring progress and coordinating interventions as necessary to guarantee smooth transitions.
• Work alongside recruitment leadership to provide feedback on Partner candidate quality and recruitment outcomes.
• Advise on Partner employment relations including exit negotiations and conflict resolution to balance firm interests with retention efforts.
• Prepare and present data-driven insights on Partner talent and performance metrics to guide executive decision-making.
• Maintain high standards of process governance, ensuring transparency, fairness, and operational excellence in all talent management activities.

Required Skills and Qualifications

• Minimum of seven years’ experience managing partner-level talent strategy, talent operations, performance management, and coaching within consulting or professional services firms.
• Demonstrated business acumen with adaptability to evolving business priorities.
• Strong analytical skills with proficiency in Excel, capable of interpreting partner performance data effectively.
• Proven ability to design and implement talent strategies aligned with regional business goals.
• Trusted advisor to senior leadership with excellent stakeholder management and influence skills.
• Experience managing senior talent pipelines, succession planning, and retaining key personnel.
• Expertise in running performance review committees and rigorous evaluation methods.
• Exceptional communication skills, adept at consensus-building and tailored communication across diverse groups.
• Highly organized with excellent project management capabilities ensuring efficient coordination of complex processes.
• Collaborative leadership style with experience working across regions and functions.
• Use of external benchmarking to inform and refine talent strategies.
• Ability to work both independently and within a team in a fast-paced, dynamic environment.
• Strong commitment to advancing Partner talent strategies that enhance business performance and organizational health.

Additional Information

Oliver Wyman is part of Marsh, a global leader in risk, reinsurance, and management consulting, employing over 95,000 professionals worldwide. Marsh supports diversity and inclusivity actively, promoting a flexible hybrid work model that blends remote work with in-office collaboration. All employees are expected to work onsite or with clients at least three days weekly with teams coordinating at least one ‘anchor day’ each week for full team presence.