PMD Talent Effectiveness Manager
Grant Thornton (US), Cleveland, OH, United States
Grant Thornton is seeking a PMD Talent Effectiveness Manager to join the team. Approved office locations can be found below.
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.
Core Responsibilities
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.
Partner with the Office of the COO on scorecard operationalization, confirm data definitions, timelines, and downstream process implications.
Coordinate with HRIS/Technology teams to ensure all Oracle performance‑cycle data is prepared and delivered accurately and on time, validate upload templates, monitor data loads, and resolve issues.
Track issue/risk logs tied to scorecard use, including targets, sales crediting impacts, quality/lead integration points, and provide escalation recommendations.
Translate annual scorecard updates into clear enablement resources such as communications, FAQs, revised guidance, and leader/evaluator explanations.
Develop annual PMD performance communications and supporting materials, including performance‑cycle announcements, instructions, and FAQs.
Maintain Canvas intranet pages for PMD program content (guidance, timelines, links to tools) and coordinate archival hygiene.
Synthesize trends and pain points from office hours and mailboxes into actionable insights and change recommendations.
Generate and maintain PMD cycle reporting and prepare summaries for leaders to monitor progress.
Verify accuracy of all PMD‑related data flowing into and out of systems and partner with Tech/HRIS/Analytics to resolve data issues.
Maintain SOPs, RACI, and decision logs with 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 improvements that increase clarity, quality, or speed.
Directly manage the INDUS‑based Global TE Senior Associate, set priorities, delegate tasks, and review output; coordinate dotted‑line work with 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 accurate data and reporting support for the PMD performance process.
Act as business owner for PMD‑specific Oracle performance forms, defining requirements and validating usability.
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 trustworthy 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.
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.
Benefits
The base salary range for this position is between $112,000 and $168,000.
Grant Thornton offers a comprehensive benefits package that includes medical, dental, and vision insurance; employee assistance program; paid sick leave; holiday pay; and eligibility for a discretionary annual bonus based on individual and firm performance. Veterans and employees with disabilities may receive additional support under approved accommodations.
Equal Employment Opportunity Statement
It is the policy of Grant Thornton to promote equal employment opportunities. All personnel decisions are made without regard to race, color, religion, national origin, sex, age, marital or civil union status, pregnancy, sexual orientation, gender identity, citizenship status, veteran status, disability, or any other characteristic protected by applicable law.
Consistent with the Americans with Disabilities Act and applicable state and local laws, Grant Thornton provides reasonable accommodation when requested by a qualified applicant or employee with a disability.
Grant Thornton does not require or administer lie detector tests as a condition of employment or continued employment, and it will not consider criminal histories in the hiring process for applicants in Los Angeles in accordance with state and local laws.
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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.
Core Responsibilities
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.
Partner with the Office of the COO on scorecard operationalization, confirm data definitions, timelines, and downstream process implications.
Coordinate with HRIS/Technology teams to ensure all Oracle performance‑cycle data is prepared and delivered accurately and on time, validate upload templates, monitor data loads, and resolve issues.
Track issue/risk logs tied to scorecard use, including targets, sales crediting impacts, quality/lead integration points, and provide escalation recommendations.
Translate annual scorecard updates into clear enablement resources such as communications, FAQs, revised guidance, and leader/evaluator explanations.
Develop annual PMD performance communications and supporting materials, including performance‑cycle announcements, instructions, and FAQs.
Maintain Canvas intranet pages for PMD program content (guidance, timelines, links to tools) and coordinate archival hygiene.
Synthesize trends and pain points from office hours and mailboxes into actionable insights and change recommendations.
Generate and maintain PMD cycle reporting and prepare summaries for leaders to monitor progress.
Verify accuracy of all PMD‑related data flowing into and out of systems and partner with Tech/HRIS/Analytics to resolve data issues.
Maintain SOPs, RACI, and decision logs with 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 improvements that increase clarity, quality, or speed.
Directly manage the INDUS‑based Global TE Senior Associate, set priorities, delegate tasks, and review output; coordinate dotted‑line work with 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 accurate data and reporting support for the PMD performance process.
Act as business owner for PMD‑specific Oracle performance forms, defining requirements and validating usability.
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 trustworthy 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.
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.
Benefits
The base salary range for this position is between $112,000 and $168,000.
Grant Thornton offers a comprehensive benefits package that includes medical, dental, and vision insurance; employee assistance program; paid sick leave; holiday pay; and eligibility for a discretionary annual bonus based on individual and firm performance. Veterans and employees with disabilities may receive additional support under approved accommodations.
Equal Employment Opportunity Statement
It is the policy of Grant Thornton to promote equal employment opportunities. All personnel decisions are made without regard to race, color, religion, national origin, sex, age, marital or civil union status, pregnancy, sexual orientation, gender identity, citizenship status, veteran status, disability, or any other characteristic protected by applicable law.
Consistent with the Americans with Disabilities Act and applicable state and local laws, Grant Thornton provides reasonable accommodation when requested by a qualified applicant or employee with a disability.
Grant Thornton does not require or administer lie detector tests as a condition of employment or continued employment, and it will not consider criminal histories in the hiring process for applicants in Los Angeles in accordance with state and local laws.
#J-18808-Ljbffr