PMD Talent Effectiveness Manager
Grant Thornton (US), Jacksonville, FL, United States
Job Description
Grant Thornton is seeking a PMD Talent Effectiveness Manager to join the team.
The PMD Talent Effectiveness Manager is responsible for the end‑to‑end facilitation and operational delivery of the U.S. PMD (Partners/Managing Directors) performance management process. Reporting to the Director, Global Talent Effectiveness, this role translates PMD performance strategy into clear plans, timelines, communications, and execution rhythms for the U.S. firm. The Manager partners closely with the Go‑To‑Market (GTM) organization (scorecard strategy and design owner) and internal stakeholders (e.g., HRIS, People Experience, Service Line Operations, Quality) to ensure accurate, timely, and well‑governed execution of the PMD performance lifecycle.
Qualifications
A business‑minded talent effectiveness professional who excels at program and process management with impeccable planning, coordination, and follow‑through.
Operationally rigorous, detail‑accurate, and deadline‑reliable in a fast‑moving, matrixed environment.
Analytical, comfortable with metrics and translating data into clear decisions, timelines, and stakeholder guidance.
A concise, audience‑aware communicator who can write, edit, and sequence communications that drive clarity and action.
A strong collaborator across GTM, People & Culture, Tech/HRIS, SL Ops, and Quality teams; adept at role clarity and RACI management.
Comfortable and trust‑worthy with confidential information, sound judgment, and executive‑facing professionalism.
6–8 years of progressive experience in performance management, HR program management, PMO/operations, or organizational effectiveness (professional services experience a plus).
Hands‑on experience building and managing complex program plans (e.g., Smartsheet), SOPs, and process documentation.
Solid data and reporting skills (Excel/Power BI or similar) and experience supporting system data readiness with HRIS/Tech partners (e.g., Oracle workflow inputs/validations).
Proficiency with MS Office, SharePoint/Teams, and content maintenance on Canvas.
Strong written and verbal communication; experience drafting broad‑reach communications, FAQs, job aids, and leader talking points.
People management experience preferred.
Core Responsibilities
U.S. PMD Performance Process Facilitation
Build and own the annual calendar and execution plan for PMD expectation‑setting, mid‑year and year‑end performance cycles, including milestones, dependencies, risks, and cutovers.
Develop operational playbook (SOPs, timelines, roles/RACI) and maintain a clean source of truth for all stakeholders.
Coordinate leader and participant briefings (slides, agendas, run of show) and align logistics with cross‑functional partners (e.g., People Experience, Internal Communications, and Service Line Operations).
Manage PMD support mailbox triage for related inquiries and ensure timely, accurate Q&A routing and closure.
PMD Scorecard Partnership
Partner with office of the COO on the scorecard’s operationalization (i.e., confirm data definitions, timelines, and downstream process implications) while COO retains scorecard design/strategy ownership.
Coordinate with office of COO and HRIS/Technology teams to ensure all Oracle performance‑cycle data is prepared and delivered accurately and on time, including confirming required data fields, validating upload templates, monitoring data loads for quality, and resolving issues as they arise.
Track issue/risk logs tied to scorecard use (e.g., targets, sales crediting impacts, quality/lead integration points); escalate with clear recommendations.
Communications, Training & Canvas Content
Translate annual updates to the PMD scorecard, as designed and determined by the office of the COO, into clear enablement resources, such as targeted communications, updated FAQs, revised guidance, and leader/evaluator explanations so stakeholders know exactly what has changed and how it affects the PMD process.
Develop annual PMD performance process communications and supporting materials, such as performance cycle announcements, instructions, and FAQs, to ensure PMDs and evaluators understand timelines, expectations, and required actions throughout the year.
Maintain Canvas intranet pages for PMD program content (guidance, timelines, links to tools), ensuring findability and version control; coordinate with the Canvas team for archival hygiene as needed.
Partner with office of the COO to support Service Line/Quality teams with clarifying guidance where PMD scorecard measures intersect with SL specific quality standards or lead behaviors; route strategic questions to office of the COO delegate for PMD scorecard.
Data, Reporting & Insights
Generate and maintain PMD cycle reporting—such as participation, timeliness, exceptions, and overall cycle progress—and prepare summaries and insights that help leaders monitor the process and make informed decisions.
Verify the accuracy of all PMD‑related data flowing into and out of systems (e.g., Oracle uploads, dashboards), and partner with Tech/HRIS/Analytics to resolve data issues, correct mappings, and ensure performance information is accurate and reliable.
Synthesize trends, questions, and common pain points from office hours and mailboxes into actionable insights and change recommendations.
Governance, Documentation & Continuous Improvement
Maintain SOPs, RACI, and decision logs, including version control across shared repositories.
Drive post-performance cycle retrospectives and implement improvements to timelines, tooling, and communications.
Monitor external best practices in performance enablement and apply those that improve clarity, quality, or speed.
People Leadership & Collaboration
Directly manage the INDUS‑based Global TE Senior Associate (US PMD TE; US Promotions; Global Core Succession); set priorities, delegate tasks, and review output for accuracy and completeness; coordinate dotted line work with the Global Succession & Readiness Manager.
Partner closely with Total Rewards to synchronize PMD performance and rewards timelines and processes.
Enable and train HRBPs on PMD core processes they support (e.g., calibration facilitation).
Coordinate with Analytics and Finance to ensure the PMD performance process is supported and enabled with accurate data and reporting.
Act as business owner for PMD‑specific Oracle performance forms (goal‑setting, mid‑year on/off‑track, and year‑end ratings), defining requirements and validating usability.
The base salary range for this position in the firm’s Chicago, IL, Downers Grove, IL, Cleveland, OH, Minneapolis, MN, and Baltimore, MD offices only is between $112,000 and $168,000 per year.
Benefits
Benefits for internship positions: Grant Thornton interns are eligible to participate in the firm’s medical, dental and vision insurance programs and the firm’s employee assistance program. Interns also receive a minimum of 72 hours of paid sick leave and are paid for firm holidays that fall within their internship period.
Benefits for seasonal employee positions: Grant Thornton seasonal employees are eligible to participate in the firm’s medical, dental and vision insurance programs and the firm’s employee assistance program. Seasonal employees may also be eligible to participate in the firm’s 401(k) savings plan and employee retirement plan in accordance with applicable plan terms and eligibility requirements. Seasonal employees receive a minimum of 72 hours of paid sick leave.
Grant Thornton employees may be eligible for a discretionary, annual bonus based on individual and firm performance, subject to the terms, conditions and eligibility criteria of the applicable bonus plan or program. Interns and seasonal employees are not eligible for bonus compensation.
Equal Employment Opportunity
It is the policy of Grant Thornton to promote equal employment opportunities. All personnel decisions (including, but not limited to, recruiting, hiring, training, working conditions, promotion, transfer, compensation, benefits, evaluations, and termination) are made without regard to race, color, religion, national origin, sex, age, marital or civil union status, pregnancy or pregnancy‑related condition, sexual orientation, gender identity or expression, citizenship status, veteran status, disability, handicap, genetic predisposition or any other characteristic protected by applicable federal, state, or local law.
Consistent with the Americans with Disabilities Act (ADA) and applicable state and local laws, it is the policy of Grant Thornton to provide reasonable accommodation when requested by a qualified applicant or employee with a disability, unless such accommodation would cause an undue hardship. The policy regarding requests for reasonable accommodation applies to all aspects of employment, including the application process. To make an accommodation request, please contact HRHelp@us.gt.com.
For Los Angeles Applicants only: We will consider for employment all qualified Applicants, including those with Criminal Histories, in a manner consistent with the requirements of applicable state and local laws, including the City of Los Angeles’ Fair Chance Initiative for Hiring Ordinance.
For Massachusetts Applicants only: It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability. Grant Thornton does not require or administer lie detector tests as a condition of employment or continued employment.
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Grant Thornton is seeking a PMD Talent Effectiveness Manager to join the team.
The PMD Talent Effectiveness Manager is responsible for the end‑to‑end facilitation and operational delivery of the U.S. PMD (Partners/Managing Directors) performance management process. Reporting to the Director, Global Talent Effectiveness, this role translates PMD performance strategy into clear plans, timelines, communications, and execution rhythms for the U.S. firm. The Manager partners closely with the Go‑To‑Market (GTM) organization (scorecard strategy and design owner) and internal stakeholders (e.g., HRIS, People Experience, Service Line Operations, Quality) to ensure accurate, timely, and well‑governed execution of the PMD performance lifecycle.
Qualifications
A business‑minded talent effectiveness professional who excels at program and process management with impeccable planning, coordination, and follow‑through.
Operationally rigorous, detail‑accurate, and deadline‑reliable in a fast‑moving, matrixed environment.
Analytical, comfortable with metrics and translating data into clear decisions, timelines, and stakeholder guidance.
A concise, audience‑aware communicator who can write, edit, and sequence communications that drive clarity and action.
A strong collaborator across GTM, People & Culture, Tech/HRIS, SL Ops, and Quality teams; adept at role clarity and RACI management.
Comfortable and trust‑worthy with confidential information, sound judgment, and executive‑facing professionalism.
6–8 years of progressive experience in performance management, HR program management, PMO/operations, or organizational effectiveness (professional services experience a plus).
Hands‑on experience building and managing complex program plans (e.g., Smartsheet), SOPs, and process documentation.
Solid data and reporting skills (Excel/Power BI or similar) and experience supporting system data readiness with HRIS/Tech partners (e.g., Oracle workflow inputs/validations).
Proficiency with MS Office, SharePoint/Teams, and content maintenance on Canvas.
Strong written and verbal communication; experience drafting broad‑reach communications, FAQs, job aids, and leader talking points.
People management experience preferred.
Core Responsibilities
U.S. PMD Performance Process Facilitation
Build and own the annual calendar and execution plan for PMD expectation‑setting, mid‑year and year‑end performance cycles, including milestones, dependencies, risks, and cutovers.
Develop operational playbook (SOPs, timelines, roles/RACI) and maintain a clean source of truth for all stakeholders.
Coordinate leader and participant briefings (slides, agendas, run of show) and align logistics with cross‑functional partners (e.g., People Experience, Internal Communications, and Service Line Operations).
Manage PMD support mailbox triage for related inquiries and ensure timely, accurate Q&A routing and closure.
PMD Scorecard Partnership
Partner with office of the COO on the scorecard’s operationalization (i.e., confirm data definitions, timelines, and downstream process implications) while COO retains scorecard design/strategy ownership.
Coordinate with office of COO and HRIS/Technology teams to ensure all Oracle performance‑cycle data is prepared and delivered accurately and on time, including confirming required data fields, validating upload templates, monitoring data loads for quality, and resolving issues as they arise.
Track issue/risk logs tied to scorecard use (e.g., targets, sales crediting impacts, quality/lead integration points); escalate with clear recommendations.
Communications, Training & Canvas Content
Translate annual updates to the PMD scorecard, as designed and determined by the office of the COO, into clear enablement resources, such as targeted communications, updated FAQs, revised guidance, and leader/evaluator explanations so stakeholders know exactly what has changed and how it affects the PMD process.
Develop annual PMD performance process communications and supporting materials, such as performance cycle announcements, instructions, and FAQs, to ensure PMDs and evaluators understand timelines, expectations, and required actions throughout the year.
Maintain Canvas intranet pages for PMD program content (guidance, timelines, links to tools), ensuring findability and version control; coordinate with the Canvas team for archival hygiene as needed.
Partner with office of the COO to support Service Line/Quality teams with clarifying guidance where PMD scorecard measures intersect with SL specific quality standards or lead behaviors; route strategic questions to office of the COO delegate for PMD scorecard.
Data, Reporting & Insights
Generate and maintain PMD cycle reporting—such as participation, timeliness, exceptions, and overall cycle progress—and prepare summaries and insights that help leaders monitor the process and make informed decisions.
Verify the accuracy of all PMD‑related data flowing into and out of systems (e.g., Oracle uploads, dashboards), and partner with Tech/HRIS/Analytics to resolve data issues, correct mappings, and ensure performance information is accurate and reliable.
Synthesize trends, questions, and common pain points from office hours and mailboxes into actionable insights and change recommendations.
Governance, Documentation & Continuous Improvement
Maintain SOPs, RACI, and decision logs, including version control across shared repositories.
Drive post-performance cycle retrospectives and implement improvements to timelines, tooling, and communications.
Monitor external best practices in performance enablement and apply those that improve clarity, quality, or speed.
People Leadership & Collaboration
Directly manage the INDUS‑based Global TE Senior Associate (US PMD TE; US Promotions; Global Core Succession); set priorities, delegate tasks, and review output for accuracy and completeness; coordinate dotted line work with the Global Succession & Readiness Manager.
Partner closely with Total Rewards to synchronize PMD performance and rewards timelines and processes.
Enable and train HRBPs on PMD core processes they support (e.g., calibration facilitation).
Coordinate with Analytics and Finance to ensure the PMD performance process is supported and enabled with accurate data and reporting.
Act as business owner for PMD‑specific Oracle performance forms (goal‑setting, mid‑year on/off‑track, and year‑end ratings), defining requirements and validating usability.
The base salary range for this position in the firm’s Chicago, IL, Downers Grove, IL, Cleveland, OH, Minneapolis, MN, and Baltimore, MD offices only is between $112,000 and $168,000 per year.
Benefits
Benefits for internship positions: Grant Thornton interns are eligible to participate in the firm’s medical, dental and vision insurance programs and the firm’s employee assistance program. Interns also receive a minimum of 72 hours of paid sick leave and are paid for firm holidays that fall within their internship period.
Benefits for seasonal employee positions: Grant Thornton seasonal employees are eligible to participate in the firm’s medical, dental and vision insurance programs and the firm’s employee assistance program. Seasonal employees may also be eligible to participate in the firm’s 401(k) savings plan and employee retirement plan in accordance with applicable plan terms and eligibility requirements. Seasonal employees receive a minimum of 72 hours of paid sick leave.
Grant Thornton employees may be eligible for a discretionary, annual bonus based on individual and firm performance, subject to the terms, conditions and eligibility criteria of the applicable bonus plan or program. Interns and seasonal employees are not eligible for bonus compensation.
Equal Employment Opportunity
It is the policy of Grant Thornton to promote equal employment opportunities. All personnel decisions (including, but not limited to, recruiting, hiring, training, working conditions, promotion, transfer, compensation, benefits, evaluations, and termination) are made without regard to race, color, religion, national origin, sex, age, marital or civil union status, pregnancy or pregnancy‑related condition, sexual orientation, gender identity or expression, citizenship status, veteran status, disability, handicap, genetic predisposition or any other characteristic protected by applicable federal, state, or local law.
Consistent with the Americans with Disabilities Act (ADA) and applicable state and local laws, it is the policy of Grant Thornton to provide reasonable accommodation when requested by a qualified applicant or employee with a disability, unless such accommodation would cause an undue hardship. The policy regarding requests for reasonable accommodation applies to all aspects of employment, including the application process. To make an accommodation request, please contact HRHelp@us.gt.com.
For Los Angeles Applicants only: We will consider for employment all qualified Applicants, including those with Criminal Histories, in a manner consistent with the requirements of applicable state and local laws, including the City of Los Angeles’ Fair Chance Initiative for Hiring Ordinance.
For Massachusetts Applicants only: It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability. Grant Thornton does not require or administer lie detector tests as a condition of employment or continued employment.
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