Partner Talent Specialist

Role Overview

• 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
• 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
• 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
• 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

Requirements

• 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
• 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

Benefits

• health and welfare benefits
• tuition assistance
• 401K savings and other retirement programs
• employee assistance programs