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 end‑to‑end 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 well‑governed execution of the PMD performance lifecycle.

This role is operational and program‑management 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 INDUS‑based Global TE Senior Associate to delegate and quality‑assure tactical work.

Qualifications (Personal Characteristics, Skills/Abilities, Academic):

The ideal candidate will be:

• A business‑minded talent effectiveness professional who excels at program and process management with impeccable planning, coordination, and follow‑through.

• Operationally rigorous, detail‑accurate, and deadline‑reliable in a fast‑moving, matrixed environment.

• Analytical, comfortable with metrics and translating data into clear decisions, timelines, and stakeholder guidance.

• A concise, audience‑aware 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 executive‑facing professionalism.

The Ideal Candidate Will Possess:

• 6–8 years of progressive experience in performance management, HR program management, PMO/operations, or organizational effectiveness (professional services experience a plus).

• Hands‑on 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 broad‑reach 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 scorecard’s 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 performance‑cycle 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 explanations so 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 reporting—such as participation, timeliness, exceptions, and overall cycle progress—and 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 PMD‑specific Oracle performance forms (goal‑setting, mid‑year on/off‑track, and year‑end ratings), defining requirements and validating usability.

The base salary range for this position is between $112,000 and $155,000. Placement within the pay range is at Grant Thornton’s discretion, and it is based on multiple factors, including but not limited to, job-related knowledge/skills, experience, business needs, progression within the role, geographic location, and internal equity. At Grant Thornton, compensation decisions are dependent upon the facts and circumstances of each position and candidate.

About Us

At Grant Thornton, we believe in making business more personal and building trust into every result – for our clients and you. Here, we go beyond your expectations of a career in professional services by offering a career path with more: more opportunity, more flexibility, and more support. It’s what makes us different, and we think being different makes us better.

In the U.S., Grant Thornton delivers professional services through two specialized entities: Grant Thornton LLP, a licensed, certified public accounting (CPA) firm that provides audit and assurance services ― and Grant Thornton Advisors LLC (not a licensed CPA firm), which exclusively provides non-attest offerings, including tax and advisory services.

In 2025, Grant Thornton formed a multinational, multidisciplinary platform with Grant Thornton Ireland. The platform offers a premier Trans-Atlantic advisory and tax practice, as well as independent American and Irish audit practices. With $2.7 billion in revenues and more than 50 offices spanning the U.S., Ireland and other territories, the platform delivers a singular client experience that includes enhanced solutions and capabilities, backed by powerful technologies and a roster of 12,000 quality-driven professionals enjoying exceptional career-growth opportunities and a distinctive cross-border culture.

Grant Thornton is part of the Grant Thornton International Limited network, which provides access to its member firms in more than 150 global markets.

About the Team

The team you’re about to join is ready to help you thrive. Here’s how:

• Whether it's your work location, weekly schedule, or flex time off, we empower you with the options to work the way that it best serves your clients and your life. Consistent with the firm's hybrid work model, this position will require in-person attendance at least three days per week, either at a GT office or client site.

• Here, you are supported to prioritize your overall well-being through work-life integration options that work best for you and those in your household.

• We understand that your needs, responsibilities and experiences are different — and we think that’s a good thing. That’s why we support you with personalized and comprehensive benefits that recognize and empower all the identities, roles and aspirations that make you, well, you. See how at

• When it comes to inclusion, we are committed to doing more than checking boxes. Explore all the ways we’re taking action for diversity, equity & inclusion at

Here’s what you can expect next:

If you apply and are selected to interview, a Grant Thornton team member will reach out to you to schedule a time to connect. We encourage you to also check out other roles that may be a good fit for you or get to know us a little bit better at

Benefits:

We understand that your needs, responsibilities and experiences are different, and we think that’s a good thing. That’s why we support you with personalized and comprehensive benefits that recognize and empower all the identities, roles and aspirations that make you, well, you. For an overview of our benefit offerings, please visit:

• Benefits for internship positions: Grant Thornton interns are eligible to participate in the firm’s medical, dental and vision insurance programs and the firm’s employee assistance program. Interns also receive a minimum of 72 hours of paid sick leave and are paid for firm holidays that fall within their internship period.

• Benefits for seasonal employee positions: Grant Thornton seasonal employees are eligible to participate in the firm’s medical, dental and vision insurance programs and the firm’s employee assistance program. Seasonal employees may also be eligible to participate in the firm’s 401(k) savings plan and employee retirement plan in accordance with applicable plan terms and eligibility requirements. Seasonal employees receive a minimum of 72 hours of paid sick leave.

Grant Thornton employees may be eligible for a discretionary, annual bonus based on individual and firm performance, subject to the terms, conditions and eligibility criteria of the applicable bonus plan or program. Interns and seasonal employees are not eligible for bonus compensation.

Additional Details:

It is the policy of Grant Thornton to promote equal employment opportunities. All personnel decisions (including, but not limited to, recruiting, hiring, training, working conditions, promotion, transfer, compensation, benefits, evaluations, and termination) are made without regard to race, color, religion, national origin, sex, age, marital or civil union status, pregnancy or pregnancy-related condition, sexual orientation, gender identity or expression, citizenship status, veteran status, disability, handicap, genetic predisposition or any other characteristic protected by applicable federal, state, or local law.

Consistent with the Americans with Disabilities Act (ADA) and applicable state and local laws, it is the policy of Grant Thornton to provide reasonable accommodation when requested by a qualified applicant or employee with a disability, unless such accommodation would cause an undue hardship. The policy regarding requests for reasonable accommodation applies to all aspects of employment, including the application process. To make an accommodation request, please contact View email address on click.appcast.io.

For Los Angeles Applicants only: We will consider for employment all qualified Applicants, including those with Criminal Histories, in a manner consistent with the requirements of applicable state and local laws, including the City of Los Angeles’ Fair Chance Initiative for Hiring Ordinance.

For Massachusetts Applicants only: It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability. Grant Thornton does not require or administer lie detector tests as a condition of employment or continued employment.