Trusted thought-partner to our CD Chairs, 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 Staffing Team, 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 (liaising with Nexus and other teams).
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, CD Advisors), e.g.,
Providing recommendations around calibrating evaluations to CD Advisors and CD Chairs and leading conversations when further discussion is required
Leading pre-meeting deep-dive discussions and post-meeting debriefs
Facilitating recurring cadence of check-ins on timely topics
Overseeing assignment of CD Advisors to new and newly promoted CT staff
Communications to office/system CT staff, e.g.,
Leading onboarding sessions, trainings, and cohort meetings
Acting as messenger for key CD communications to CT (regional updates, etc.)
Proactively refine, define and shape CD policies in response to evolving business exigencies and circumstances.
Management of the Performance Improvement Plan (PIP) process for CT staff and systematically addressing CT staff performance issues with clearly defined outcomes and timelines for improvement.
Management of overall integration of new lateral hires by assigning buddies and sponsors, conducting regular pulse checks, offering guidance on BCG and career-related matters, organizing frequent integration meetings, and providing monthly updates to the Integration Chair.
Leading/Operationalize/Supporting other strategic initiatives, i.e.,
Local CD-specific strategic initiatives
Consulting team's pyramid review
Year-end bonus process
Flexi-Working Arrangements
Regional strategic initiatives and innovations within SEA system

YOU BRING (EXPERIENCE & QUALIFICATIONS)

BA/BS degree required with 10+ years related work experience in Career Development, HR, staffing, training, operations, or talent development
Prior experience at BCG or another premium management consulting firm highly preferred
Experience in a People-related role highly preferred
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'LL WORK WITH
Key member of the Southeast Asia People Team, directly reporting to the SEA HR Senior Director. Regular interactions with a variety of key stakeholders, including the Consulting Team, broader HR team in Southeast Asia, Asia-Pacific and Global, and key Managing Director & Partner stakeholders.