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Job Description

The role

The Senior Talent Manager works closely with the Private Equity Group Regional Practice Leader to develop and execute on the people strategy for the PEG business. Critical to this role is the ability to build close relationships and trust with PEG affiliated managers, principals and partners. Additionally, the Talent Manager must work effectively and collaboratively across support functions including Leadership Recruiting, Staffing and the PEG Center of Excellence. Private Equity is a fast-growing business within Bain across. The primary objectives of the Talent Manager are to recruit, develop and retain PEG talent and help create a sustainable and desirable environment for PEG teams across the NA ringfence.

Detailed responsibilities

Talent management:

• Staffing support
  • Design tools and processes to enable efficient 2-way communication between PEG RF Staffing & Pipeline Manager (NA-central team) and local PEG RF Office Leads – professional development needs, staffing preferences, sustainability issues, etc.
    • Ensure local ringfence leads are monitoring Manager PD in their local office, and provide guidance and mentoring on career path where appropriate
    • Ensure PEG RF Staffing & Pipeline Manager is up-to-date on Manager PD and have processes to incorporate those needs into staffing decisions
  • Create suggested staffing norms for local ringfences on dimensions such as team consistency, number of team members needed in ringfence, rotation lengths, etc. and support ringfence leads in implementing norms
  • Represent PEG’s voice in global/regional HR and staffing decisions
• Professional development
  • Ensure Managers and Principals are set up for success by utilizing structural best practices across the entire ringfence such as PEG sponsor identification, appropriately timed client/capability/industry mapping, inclusion in account process, etc.
  • Team with local office ringfence management and the program manager for staffing to manage principals’ path to partner [or out of the business]
    • Ensure principals get the at-bats they need for us to evaluate them; strike right balance between client, partner, and principal needs
    • Ensure principals receive frequent and accurate feedback; coordinate with supervisors, PD reviewers, promotion guardians
  • Drive an efficient/effective HLA process for PEG partners, teaming with the PEG RPL
    • Support RPL to input draft HLAs in the system, taking into account client goals, commercial missions and contributions to PEG and broader Bain
    • Manage process to ensure RPL and partners align on individual HLAs, and HLAs are submitted in the system by each partner in a timely manner
• PEG affiliation and culture
  • Develop profile career paths for all levels, with particular focus on Managers/Principals to help understand path(s) to partner
  • Track and maintain a current/accurate list of Americas PEG manager, principal and partner L1 and L2 affiliates, and understand their time allocations
    • Ensure affiliation is accurately reflected on the GXC and maintain accuracy of PEG outlook distribution lists
    • Develop affiliate program to maintain/promote affiliation with L1 and L2 PEG affiliates currently serving non-PEG work, understand and track corporate obligations and likely timing of re-joining PEG
    • Ensure central partner time allocation spreadsheet reflects agreed-to time allocations, and track actual time allocation to PEG on a quarterly basis

Sustainability:

• Track NA-wide PEG sustainability via:
  • Developing a weekly case team score dashboard that can be shared with local ringfences
  • Driving quarterly PEG RF survey process – package and distribute survey results to RPL and offices; work with local PEG RF Office Leads to distribute the survey
• Use these tools and others to help develop and drive progress of ringfence-wide initiatives to improve sustainability, including:
  • Performing real-time diagnosis and intervention on sustainability issues along with local ringfence leads
  • Conducting longer-term analysis on drivers of positive and negative sustainability
• Act as an ombudsman and “eyes and ears” of PEG ringfence (RF) – morale, culture, overall employee satisfaction

Onboarding & Training:

• Develop and provide PEG RF onboarding materials/training to new PEG RF Managers and Cs/ACs
  • Identify BDP operating procedures around shadowing/overlap
  • Ensure new starts have a clear understanding of PEG staffing and administrative processes
• Coordinate with PEG Center of Excellence (COE) to update, organize, and track training for new PEG team members of all levels
  • ACs/Cs/Managers: Develop suggested training schedule, update materials, and potentially offer some centralized training sessions
  • Managers/Principals: Organize and track ongoing training to ensure continued learning
  • OVPs: Help COE develop training for OVPs (e.g. workstreams, scope writing, client management, etc.)
  • Senior outside hires (SOHs): Develop and provide onboarding/training for PEG senior outside hires (SOHs) to orient them to how PEG operates and the broader Bain system; act as a go-to resource for SOHs as questions arise
• Lead planning and logistics for the annual PEG partner/manager training, including for example:
  • Helping Partner training team develop agenda and ensure presenters are preparing materials
  • Selecting and contracting with hotel and meeting space, drafting logistics memo and creating attendee survey, tracking attendance, etc.; work with PEG RF staffing to develop invite list

Outside hire recruiting:

• Team with Leadership Recruiting to evaluate Senior Outside Hire (SOH) candidates for PEG – help identify potential interviewers, and help work through any challenges in scheduling to ensure candidates move through the process in a timely manner
• Team with recruiting teams do determine process for PEG-focused outside hires at the Manager, Consultant, and AC levels

Additional ad-hoc support:

• Lead PEG implementation of rollouts of global/regional initiatives (e.g. new review process, new slide design, etc.)

Capabilities

• Demonstrated experience acting as a trusted advisor to management regarding senior-level professional development
• Strong interpersonal and communication skills
  • Professional and approachable
  • Excellent communications skills in all situations with stakeholders (partners, managers, practice team members, Americas leadership)
• Strong project management skills
  • Ability to juggle multiple priorities and meet deadlines
  • Solid organizational skills and attention to detail
• Strong problem solving skills
• Sound judgment and discretion when dealing with highly confidential information
• Ability to work productively both independently and as an integral member of various teams
• Ability to interact calmly with employees (at all levels) in a fast paced environment, under pressure, remaining flexible, proactive, resourceful and efficient, with the highest levels of professionalism
• Ability to travel regionally (several times per year)

What we look for

• Bachelor’s Degree
• Substantial experience (10+ years) working in a professional services environment in a Talent Management or Human Resources role is highly desirable
• Demonstrated experience acting as a trusted advisor to senior-level management
• Demonstrated experience resolving complex employee relations problems and situations effectively
• Comprehensive knowledge of, and experience with Microsoft Word/Excel/PowerPoint is required