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Lead HR Strategy role at Oliver Wyman in Gurugram or Mumbai, 1‑year contract focused on Talent & Performance Management and AI enablement.
Mid‑level consulting position requiring strategic thinking, data‑driven analysis, and experience in recruiting, learning, and performance management across IMEA.
Company
Oliver Wyman
Description
Oliver Wyman is looking to hire an experienced professional for a one-year contract as Lead Human Capital Strategy to join our growing IMEA (India, Middle East & Africa) Human Capital team!
This role can be based out of our Gurugram or Mumbai Office.
Job Overview
The IMEA Lead HC Strategy will play a central role in shaping and advancing the strategic agenda IMEA HC with an initial focus on the Talent & Performance Management function across IMEA. Working at the intersection of strategy, execution, and innovation, this role will drive high-impact initiatives. The individual will partner closely with the Regional Head of Talent Management and the Senior Manager of HC Strategy to design, implement, and continuously refine initiatives that enhance efficiency, scalability, and business impact. A critical component of the role will be embedding AI and automation into Talent processes to modernize decision‑making, increase transparency, and unlock efficiencies.
Formally embedded within the HC Strategy team, the individual will also support broader Human Capital projects, partnering across Recruiting, Learning & Development, Wellbeing, Inclusion & Culture, and HC Operations to ensure alignment and impact across the talent lifecycle.
Key Responsibilities
1. Talent Management Strategy & Transformation
- Partner with senior leaders to redesign and refine the IMEA staffing model, including governance, timelines, processes, and ways of working.
- Develop and operationalize structured frameworks for initiatives such as:
- Cross-practice staffing
- CCG rotation models
- Skill tagging and capability mapping
- Enhance transparency and consistency in staffing allocation and prioritization
- Design and implement improved internal tooling and reporting mechanisms to support forward‑looking capacity planning
- Build clear playbooks and communication materials to support stakeholder adoption of revised processes
- Ensure that new staffing processes are reflected consistently in internal systems and operating routines
2. AI & Automation Enablement within Talent Management
- Identify and implement opportunities to embed AI and automation across Talent and Performance Management processes
- Lead the development of AI‑enabled solutions to improve staffing optimization and decision support
- Enhance data‑driven capacity planning and performance tracking mechanisms
- Partner with internal/ external technology and analytics teams to design scalable tools
- Ensure innovation initiatives are pragmatic, implementable, and adopted by stakeholders
3. Performance Management Support
- Support the continued strengthening and structuring of Performance Management processes across IMEA
- Contribute to improving review governance, visibility, and tracking mechanisms
- Provide analytical and structural support on broader performance‑related initiatives as required
- Ensure alignment between staffing decisions and performance evaluation frameworks
4. Strategic & Analytical Support to Talent Leadership
- Support the Regional Head of Talent Management on high‑priority strategic topics, including:
- Utilization and capacity analysis
- Executive‑level reporting (e.g., IMEA MC materials)
- Talent program design and evaluation
- Training and development model reviews
- Conduct data analysis to identify trends, risks, and improvement levers across the talent lifecycle
- Prepare high‑quality materials and recommendations for senior leadership discussions
- Provide structured problem‑solving support on emerging Talent priorities
5. Cross‑Functional HC Collaboration
- Contribute to cross‑functional talent special projects spanning Recruiting, Learning & Development, Wellbeing, Inclusion, and HC Operations, when required
- Ensure alignment between Talent Management transformation efforts and broader HC strategy.
Experience & Profile
Bachelor’s degree or equivalent
3–5+ years of experience in consulting or a similarly strategic, analytical environment
Demonstrated experience in driving structured problem‑solving and implementation
Exposure to Talent, HR, operating model, or transformation topics is advantageous.
Skills & Attributes
Strong strategic thinking and analytical rigor
Ability to translate ambiguity into structured frameworks and execution plans
High ownership mindset and bias for action
Strong stakeholder management skills, including engagement with senior leaders
Exceptional PowerPoint and Excel capabilities; comfort working with data
Demonstrated interest in AI, automation, and digital enablement
Strong communication skills and ability to adapt messaging to different audiences
Comfortable operating across both conceptual strategy and hands‑on execution
Organized, detail‑oriented, and able to manage multiple parallel initiatives.
Legal and Diversity Note
Oliver Wyman is a business of Marsh (NYSE: MRSH), a global leader in risk, reinsurance and capital, people and investments, and management consulting, advising clients in 130 countries. With annual revenue of over $27 billion and more than 95,000 colleagues, Marsh helps build the confidence to thrive through the power of perspective. For more information, visit oliverwyman.com, or follow us on LinkedIn and X.
Marsh is committed to embracing a diverse, inclusive and flexible work environment. We aim to attract and retain the best people and embrace diversity of age, background, caste, disability, ethnic origin, family duties, gender orientation or expression, gender reassignment, marital status, nationality, parental status, personal or social status, political affiliation, race, religion and beliefs, sex/gender, sexual orientation or expression, skin color, or any other characteristic protected by applicable law.
Marsh is committed to hybrid work, which includes the flexibility of working remotely and the collaboration, connections and professional development benefits of working together in the office. All Marsh colleagues are expected to be in their local office or working onsite with clients at least three days per week. Office‑based teams will identify at least one “anchor day” per week on which their full team will be together in person.