Human Resources Business Partner (Parental Leave Cover – 14 months)

About Oliver Wyman

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 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].

For more information, visit www.oliverwyman.com. Follow Oliver Wyman on X @OliverWyman.

Job overview:

The HRBP will oversee all Oliver Wyman (OW) talent management initiatives for APR support functions, approx. 185 staff (e.g. Finance, Marketing, Office Services, Knowledge, etc.).  The primary point of contact for all TM needs who will partner with leadership, managers and the global talent management (TM) team on topics including, but not limited to, performance management, employee engagement, change management, training & development, employee relations, rewards and recruitment & onboarding.

Key Responsibilities:

Performance Management & Compensation

Lead regional / global performance management processesSupport managers in addressing performance-related issues – performance improvement plans, exit managementAdd value through contributing views on performance context, including employee relations related matters where neededProvide performance management system support, partnering with the build team on technical issues/enhancementsUse data to track employee performance YOY to help support insightsPartner with the Talent Management and Compensation Teams to manage the annual salary review process to ensure accuracy, effectiveness, compliance and equity  Provide training and guidance on system and process expectationsResearch, collect and analyze internal and external compensation data to provide guidance to managers in determining compensation recommendations as needed

Business Partnering

Act as a trusted advisor and coach to managers/ regional senior leadership team (SLT) providing guidance on the full employee life cycle including performance management processes, employee engagement initiatives, and conflict resolution, enhancing team dynamics, employee morale and productivityUtilize data to provide stakeholders with actionable insights on talent metrics, enabling informed decision-making and proactive management of employee performance and engagementCollaborate with stakeholders to ensure HR initiatives and talent management strategies align with overall business/function goals and objectives, facilitating effective workforce planning and developmentFoster a strong community of managers who leverage one another’s expertise and serve as a support systemPartner with Learning & Development on training plans, promote continuous learning, identify skills gaps

Employee Relations

Work closely with the HR Operations to manage employee grievances and conflict resolutionFacilitate communication between employees and managementProvide advice and guidance regarding policy and/or employee issues, leveraging the HR Operations and Employee Relations teams as necessaryBe available for any ad hoc discussions on employee performance with managers and/or the local leadershipEnsure the firm acts in compliance with labor laws and company policiesAnticipate potential problems and develop alternate plans of action with managers

Global / Regional Employee Engagement

Develop and lead special employee engagement initiatives regionallyReview employee experience and wellbeing scorecards and take actionLead regional roll out of global talent value proposition initiatives and new global processesLead the togetherness initiative working closely with regional HC teams and managers, reviewing flexible working requests, and guide management of non-complianceAssist in managing organizational changes and providing support during periods of changeContribute to the development and management of global and regional projects (e.g., talent reviews and succession planning) in partnership with the global Talent Management teamAdapt global initiatives to the APR region and implement them in a way that aligns global business goals with local/regional nuances

Recruiting & Onboarding

Lead levelling evaluation for new roles and provide guidance to managers on elevating job descriptions to attract top talentPartner with the compensation team to determine competitive salaries for new roles/markets ensuring consistency with OW's compensation philosophyMeet with final round candidates to test cultural compatibility and provide an overview of OW's performance management/compensation processes and talent value proposition initiatives highlightsLead Buddy assignment and onboarding processes for new hires in collaboration with hiring managers and HR Operations

Experience required:

At least 8 years of relevant experience (HRBP or similar roles in an international organization)Good understanding of and exposure to professional services / consulting or multi-national corporate environmentBachelor’s Degree, professional HR qualification or equivalent work experienceKnowledge of local employment laws and practicesKnowledge and practical experience in talent management, succession planning, employee engagement and retention

Skills and Attributes:

Fluency in English with strong written and verbal communication skillsAttention to detail and a high level of accuracy in all tasksStrong organizational skills: Ability to prioritize, manage time effectively, and juggle multiple tasks to meet deadlinesExcellent interpersonal skills: Proven ability to establish positive relationships with clients and collaborate with diverse teams across culturesSelf-motivated and resilient: Flexible attitude with a willingness to step outside of job descriptions as needed with an international mindset, cross cultural competenceConfidentiality: Comfortable working with sensitive data and topicsTeam player: Capable of functioning independently while contributing to a collaborative, fast-paced environmentProblem resolution mindset: Creative, strategic thinker who continually seeks ways to improve processesResearch and presentation: Skilled in developing viewpoints and facilitating discussions across multiple levels of the organizationProfessional representation: Ability to represent the department and company effectivelyDecision-making and judgment: Strong skills in coaching, conflict management, and professional judgmentTechnical proficiency: Competent in Microsoft Office, including word processing, presentation, and database skills

Oliver Wyman, a business of Marsh McLennan (NYSE: MMC), is a management consulting firm combining deep industry knowledge with specialized expertise to help clients optimize their business, improve operations and accelerate performance. Marsh McLennan is a global leader in risk, strategy and people, advising clients in 130 countries across four businesses: Marsh, Guy Carpenter, Mercer and Oliver Wyman. With annual revenue of $24 billion and more than 90,000 colleagues, Marsh McLennan helps build the confidence to thrive through the power of perspective. For more information, visit oliverwyman.com, or follow on LinkedIn and X.

Marsh McLennan is committed to creating 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, or any other characteristic protected by applicable law.

Marsh McLennan 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 McLennan 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.