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About the Role
This newly created role offers direct access to the Chief People Officer and the opportunity to shape the firm's people strategy. You will translate strategic priorities into practical solutions for partner performance, leadership development, and succession planning, working closely with senior leaders to develop frameworks and programs that support partners throughout their careers.
Responsibilities
- Lead the continued development of the firm's approach to partner performance.
- Design and embed frameworks that support meaningful performance conversations, clear expectations, and consistency across practice groups.
- Provide insight and analysis on partner contribution, performance trends, and capacity.
- Support effective performance management with Practice Group Leaders and Executive Team stakeholders.
- Identify opportunities to strengthen partner effectiveness, engagement, and commercial impact.
- Develop and deliver the firm's leadership development approach for partners and senior leaders.
- Design programs focused on people leadership, client relationships, commercial effectiveness, and firm leadership with Learning & Development colleagues.
- Build development pathways for future Practice Group Leaders and other key leadership positions.
- Support coaching, mentoring, and peer learning opportunities across the partnership.
- Lead the firm's approach to partner succession planning.
- Facilitate talent and succession discussions across practice groups and business areas.
- Develop frameworks that support the identification and development of future firm leaders.
- Support career development conversations for partners at different stages of their careers.
- Use data and insight to inform talent decisions and long-term workforce planning.
- Develop a more connected approach to the partner lifecycle, including onboarding, integration, development, progression, and retirement planning.
- Enhance the experience of newly promoted and lateral partners through structured programs and support.
- Help accelerate partner contribution through effective integration and development initiatives.
- Develop meaningful people and performance insights that support decision-making.
- Monitor external trends and emerging practice in leadership, professional services, and partnership management.
- Evaluate program effectiveness and identify opportunities for continuous improvement.
- Improve processes, increase efficiency, and enhance the overall partner experience.
- Build trusted relationships with Executive Team members, Practice Group Leaders, senior partners, and HR colleagues.
- Influence and challenge constructively to support effective people and business decisions.
- Lead strategic projects that support delivery of the People Strategy.
- Work collaboratively with Learning & Development, HR Business Partnering, Reward, Talent Acquisition, People Operations, People Analytics, and the Partnership Office.
Requirements
- Experience designing and delivering talent, leadership, performance, or succession initiatives within a professional services, partnership, or similarly complex environment.
- The ability to develop strategy and translate it into practical, sustainable solutions.
- Confidence working with senior stakeholders and influencing at executive level.
- Strong analytical skills with the ability to use data and insight to shape decisions.
- Excellent stakeholder management, facilitation, and relationship-building skills.
- Strong project leadership skills and the ability to manage multiple priorities effectively.
- Experience working with partner populations, senior leaders, or executive teams.
- Knowledge of leadership development, talent management, and succession planning best practice.
- Experience within legal, financial, or other professional services organizations.
Skills
- Strategic thinking
- Hands-on delivery
- Building new approaches
- Establishing credibility with senior stakeholders
- Analytical skills
- Stakeholder management
- Facilitation
- Relationship-building
- Project leadership
- Data analysis
- Performance management
- Leadership development
- Succession planning
- Talent management
- Partner lifecycle management
Work Type
- Fixed-Term Contract
- Hybrid working
Experience Level
- Senior
Salary/Compensations
- Competitive basic salary (reviewed annually)
Benefits
- Competitive basic salary (reviewed annually)
- Flexible, hybrid working policy
- Generous bonus scheme
- Up to 25 days holiday (rising to 28 days with service)
- Holiday exchange scheme
- Private medical insurance
- Enhanced parental leave
About the Company
- CMS continues to strengthen its approach to partner performance, leadership development, succession planning and the wider partner lifecycle.
Equal Opportunity
- Reasonable adjustments and accommodation for disabled talent in accordance with the Equality Act 2010.