Senior Manager, Partner Matters - SEC/FTC 12 months

What impact will you make? The Opportunity

The Partner Matters directorate was established in January 2015. Its primary objective is to deliver a differentiated, integrated experience to the entire partner group (from hire to retire) and establish annual priorities and opportunities. (Note: The group is an evolution of the Partner Talent team, previously part of HR.) 

The main aspects of the Partner agenda that the group has responsibility for include, but are not limited to new partner promotions / admissions and induction; partner development and transition; performance management and reward; succession planning; partner engagement; retirement and transition support; policy revision and development.

Role description

There is an opportunity for a Senior Manager to join the team, predominantly focused on Partner Performance and Potential. Specifically, this individual will have responsibility for creating a differentiated experience for our Partners across these areas. They will shape, plan and deliver approaches and processes that are aligned to our strategy whilst also having a positive impact in the Partner community. This role will be focused on ensuring we derive maximum value and ensuring it integrates with other critical aspects of the Partner agenda. 

Some flexibility is required in the role. As part of a team of 8 this person should expect to support other colleagues in peak times and/or where critical deadlines loom, getting involved where additional capacity and/or expertise is needed. 




Full time


The partner performance and potential role focuses on ensuring that all partners are set up and supported to be successful, are recognised and rewarded appropriately and there is a robust approach to succession planning. The role will be UK/Swiss focused however; there is the potential for this to expand with the evolution of Deloitte NWE.

It takes the lead in the following specific areas:

  • Equity Partner performance management and reward Planning, overall management and delivery of the annual performance management timeline from objective setting through to the delivery and completion of the annual review process for all Equity Partners. 
  • Working with HR counterparts and Centres of Excellence to ensure the successful execution of Partner Performance Management and Reward. Identifying and implementing opportunities for improving the Partner experience in this area; and aligning it better with how we serve all other Partners (whilst being mindful of the specific requirements of this group). 
  • Integrating Performance Management into other aspects of the Partner Agenda (Induction, Legacy and Transition etc.) and other NWE strategic priorities. 
  • Succession planning Working with Service Lines to ensure the successful implementation of the Executive’s broad ambition around succession planning, in the context of the NWE Partner model. 
  • Emphasising the need for and value of better career conversations in the whole Partner group, addressing barriers and establishing the expectation on the individual Partners and the reviewer population. 
  • Partner development Ensuring that partner development conversations are part of business as usual, from an individual and cohort perspective, understanding and identifying key themes emerging and working with the Learning team to ensure approaches are planned to address and support them. 
  • Equity Partner Policies ensuring these are reviewed and updated on an annual basis. Consulting with the necessary teams to update as required and ensuring all proposals are positioned to the Executive and Board for review. 
  • Although the role at this stage is UK/Swiss focused, all aspects of the Performance and Potential portfolio should be considered in the context of the new NWE Partner model - ensuring the relevant collateral is incorporated as required and networks are formed with counterparts across NWE. 
  • The role takes on other discrete projects and ad hoc priority areas as and when they emerge. 
  • This role operates directly with the Firm’s partner community, up to and including regular and direct contact with its Executive. 
  • In relation to Performance Management and Reward in particular, the team leverages a network of Service Line contacts, HR teams and other subject matter experts. Good relationships with these individuals is critical. In particular, this individual will establish a strong working relationship with Nigel Webber, Partner Finance. 
  • Partner learning and development is integral to the agenda. This expertise is provided by our Head of Leadership Development in the UK. This role must establish a productive relationship, ensuring that the needs of the client group are factored into the design and delivery of the Partner Development Curriculum.
  • Finally, there are a number of links to the Shared Service Organisation in Milton Keynes and elsewhere. Strong working relationships with these individuals and the broader team are essential. 
  • Contact with other member firms will be critical. The ability and motivation to establish and leverage a network of contacts with similar roles and priorities is important.




  • The individual who is successful in this role will:
  • understand our business, its strategy and the overall talent agenda for the firm
  • demonstrate that knowledge and bring it into the role, the agenda and the relationships that are established
  • demonstrate commercial acumen within the role, connecting partner matters priorities into real business outcomes
  • be credible and impactful when transacting with the firm’s most senior people – establishing productive peer-type relationships – and be viewed as a credible and sought after adviser
  • have a track record of successful implementation, including highly developed stakeholder management skills and strong planning and organisational capability
  • deliver quality in all that they do, particularly in the creation of formal and informal deliverables
  • be professionally mature – instilling confidence that they operate in sensitive environments with ease and handle confidential data appropriately 
  • be resilient, comfortable and composed when working under pressure
  • be responsive and flexible to change – doing what’s required to get the job done 
  • have outstanding and impactful communication skills – verbal and written – demonstrating quality in all that is delivered

Note: Some travel to regional offices may be required on occasion.

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Requisition code: 148977

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