PMD Talent Effectiveness Manager

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 endtoend 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 wellgoverned execution of the PMD performance lifecycle.

This role is operational and programmanagement focused: establishing cadence ensuring tooling and data readiness (e.g. Oracle inputs) coordinating operational processes communications reporting/insights and maintaining PMD program content on Canvas. The Manager supervises an INDUSbased Global TE Senior Associate to delegate and qualityassure tactical work.

Qualifications (Personal Characteristics Skills/Abilities Academic):

The ideal candidate will be:

• A businessminded talent effectiveness professional who excels at program and process management with impeccable planning coordination and followthrough.
• Operationally rigorous detailaccurate and deadlinereliable in a fastmoving matrixed environment.
• Analytical comfortable with metrics and translating data into clear decisions timelines and stakeholder guidance.
• A concise audienceaware 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 executivefacing professionalism.

The Ideal Candidate Will Possess:

• 68 years of progressive experience in performance management HR program management PMO/operations or organizational effectiveness (professional services experience a plus).
• Handson 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 broadreach comms 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 scorecards 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 performancecycle 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 explanationsso 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 reportingsuch as participation timeliness exceptions and overall cycle progressand 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 PMDspecific Oracle performance forms (goalsetting midyear on/offtrack and yearend ratings) defining requirements and validating usability.

The base salary range for this position in the firms Chicago IL Downers Grove IL Cleveland OH Minneapolis MN and Baltimore MD offices only is between $112000 and $168000 per year.