WHAT YOU'LL DO
As Career Development Manager, you are the critical thinker who orchestrates the operations to deliver an excellent Career Development (CD) experience to our CT staff and CD stakeholders. In this role you will act as:
Trusted thought-partner to our CD Chairs and office leadership, equipping them with the information they need to set priorities and lead rich discussions with the Career Development Committee (CDC).
Standard-bearer for our CD Advisors, ensuring they do thorough diligence and synthesis of their advisees' performance and craft robust development plans.
Close collaborator with our Talent Managers, ensuring their holistic understanding of individual circumstances factors into CD processes.
Subject-matter expert and source of truth for CT staff and CD stakeholders on CD policies, processes, and precedents.
Owner for execution of CD priorities and operations
Ally to the NAMR CD team in operationalizing regional strategic initiatives and innovations within your system.
The leadership roles above translate into several buckets of day-to-day activities, including:
CDC meeting preparation and management, e.g.,
Setting agendas and overseeing meeting readiness via Workday
Facilitating and actively engaging in CDC meetings, e.g., pressure testing and calibrating, ensuring best practices and consistent decisions
Capturing key themes and recognizing patterns across cohorts and meetings
Management of downward and upward feedback, e.g.,
Owning and driving performance against standards of timeliness and quality
Acting as source of truth on review process-related questions
Supporting and enabling local CD leadership (CD Chair, BMSD, CD Advisors, Talent Managers), e.g.,
Leading pre-meeting deep-dive discussions and post-meeting debriefs
Facilitating recurring cadence of check-ins with the Talent Management team on timely topics
Overseeing assignment of CD Advisors to new and newly promoted CT staff
Partnering with Talent Managers to ensure thoughtful review calibration
Communications to WAS CT staff, e.g.,
- Leading onboarding sessions, trainings, and cohort meetings
- Acting as messenger for key CD communications to CT (regional updates, etc.)
Other ongoing support, e.g.,
- Leading local strategic initiatives. Set vision and lead projects for areas of improvement / enhancement in our WC Career Development approach
- Supporting year-end bonus process
- Partnering with HR to ensure tenure is correct for CT members
- Sharing best practices with peers throughout NAMR on regular regional CD touchpoints
YOU'RE GOOD AT
Thinking critically and applying guiding principles to highly nuanced situations
Projecting ahead to second- and third-order implications of decisions
Engendering trust and respect from highly senior stakeholders
Sharing your point of view and influencing stakeholders
Writing clear and compelling communications
Working fluently in details while keeping an eye toward the big picture
Staying flexible and shifting gears quickly as priorities change
Embracing technology and adapting to new ways of working
Motivating and developing others to unlock their potential
Acting upon feedback to continue your own development
Maintaining utmost integrity around confidentiality and adherence to policies
YOU BRING (EXPERIENCE & QUALIFICATIONS)
BA/BS degree required with 7+ years related work experience
Prior experience at BCG or another management consulting firm highly preferred
Experience in a People-related role highly preferred
YOU'LL WORK WITH
BCG's HR team works to attract, develop, excite, deploy, and retain the best people in the market. Those in human resources jobs manage the life cycle of all BCG employees-from hiring top talent and developing their skills to rewarding their contributions and supporting career progression and mobility.
Candidates should be aware that BCG currently maintains a policy requiring all US & Canada based employees to be fully vaccinated against COVID-19. Newly hired employees must be fully vaccinated prior to their employment start date. BCG is an equal opportunity employer and will provide a reasonable accommodation to those unable to be vaccinated for medical or religious reasons where it is not an undue hardship to the company to do so as provided under applicable federal, state, provincial and local law.