People Matters Specialist

Job Summary Key Accountabilities Senior Leader Onboarding & Assimilation

• Design and orchestrate a structured onboarding and assimilation journey for DAPs/DAEDDs beyond Day 1 logistics
• Institutionalize a high-impact assimilation framework:
  • Stakeholder mapping and relationship building
  • Cultural orientation and leadership expectations
  • Business context immersion
  • Buddy connects
• Conduct structured 30 / 60 / 90 / 180 day assimilation reviews and proactively intervene where integration risks emerge
• Ensure onboarding experience reflects firms leadership brand and sets tone for engagement and retention

Performance Management (LEAD Process)

• Ensure robust, outcome-linked goal setting aligned with business priorities and role expectations
• Partner with Lead Reviewers to ensure clarity, stretch, and measurability of KPIs

• Institutionalize continuous feedback loops (not episodic) from relevant stakeholders
• Enable leaders to translate feedback into actionable performance shifts
• Intervene early where misalignment or underperformance signals emerge

• Ensure discipline and quality of mid-year discussions, driving meaningful developmental feedback
• Partner with SL leaders and GDS/GVC leadership for calibrated year-end decisions
• Provide challenge and perspective on performance differentiation to uphold standards

Succession Planning & Leadership Pipeline

• Drive robust succession planning for PPEDD roles, including identification of critical roles and risk areas
• Assess and categorize successor readiness (ready-now / ready-later) with clear development pathways
• Partner with leaders to design targeted development journeys (stretch roles, mobility, coaching)
• Build a sustainable internal pipeline at EDD and Partner levels to reduce external dependency

Promotion Process

• Partner with leaders to assess candidate readiness holistically (performance, potential, leadership maturity, firm values)
• Strengthen quality and consistency of promotion recommendations and justifications
• Strengthen panelist selection, ensuring capability and objectivity in assessment
• Oversee end-to-end process to ensure efficiency, transparency, and governance compliance
• Role levelling and Appendix updation - Partner with Executive Talent team and ensure closure

Engagement, Wellbeing and Communication

• Support wellbeing initiatives for senior leaders, recognizing impact on performance and sustainability
• Build a structured engagement framework through connects and communication channels, enabling a sense of community

Process diligence and reporting

• Ensure strong governance of the process, and requirements of the ISQM are met
• Reporting out to leadership periodically on initiatives and status
• Seek solutions of Tool and technology to bring efficiency to the processes