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Willis Towers Watson

Talent & Reward Office Lob Leader

The Role
The Talent & Rewards business combines advisory services, data and software to provide clients with integrated solutions that address their most complex human capital challenges.
We help our clients find success through their people.
We have 2,300 colleagues. We are comprised of two lines of business "EUR" Talent and Rewards "EUR" and a global operations organization.The purpose of this role is to take responsibility for financial performance, client sales and delivery and people development. Growing profitable revenue is a key objective. This individual will work in close partnership with the Region Lob Leader and other unit heads and contribute to regional and country business initiatives.
In addition, the Office Lob Leader is responsible for managing the Lob team within an office / country, developing a client portfolio, selling and delivering local projects and managing local financials. OLLs drive sales growth by managing and expanding the LOB-managed book of business and promoting cross-LOB collaboration by identifying and referring opportunities to other LOBs. Beyond representing their LOB, OLLs are accountable for actively promoting the overall success of the market as part of the country leadership team.
Job Responsibilities
Business Strategy: 
Propose and implement long-term business strategy at the country / market level in alignment with global, regional and local LOB strategy; provide direction, focus. Hold staff accountable, engaging staff to deliver financial and other business results, drive engagement by frequent communication and dialogue.
Monitor market trends and client needs to shape proposed strategies.
Market Contribution
Drive LOB coordination through direct involvement with clients and team, and active participation with Region lob leadership team and local market leadership team.
Ensure compliance with all critical processes at both an individual and unit level to minimize the unit"EURTMs financial exposure/risk. Ensure business continuity plans are in place and regularly reviewed.
Financial Performance:
Actively manage all aspects of unit finances, including budget, forecast and monitoring actual results, contributing to the financial success of the business and market overall.
Manage unit resources to comply with and deliver against set budgets. Drive the identification, winning and retention of new business and existing business opportunities to increase revenues. Manage client revenue levels by ensuring profitable client relationships are formed and maintained.
Promote the "EURoeprofitable growth"EUR culture in all aspects of Lob financial management.
Client/Sales Performance:
Drive sales growth by growing existing LOB relationships, developing new and broader client relationships, managing an LOB-owned book of business and managing costs for the LOB. The OLL should also enable cross-LOB collaboration by identifying opportunities and referring them to the Market Leadership Team. Responsible for identifying and optimizing cross LOB revenue and profitability.
Thought leadership on all LOB issues: incorporating new service offerings using intellectual capital generated within the business, pricing sales and marketing initiatives; and growing market profile.
Collaborate across the balanced matrix by bringing together the Market and LOB leadership to share accountability on relevant client decisions.
People Leadership:
Build, develop and engage a team of best talent aligned to the firmA~s culture and using the existing HR resources, tools and processes.
Identify and lead change initiatives despite being confronted with resistance, barriers and blockages.
Contribute to the development of regional strategy and business plans. Work collaboratively with other LOBs.
Practice talent leadership to build a strong talent pipeline: sell the value of the firm externally, establish and maintain marketplace visibility, recruit the right people, properly onboard, build and develop succession plans for key roles, invest in and develop our best talent.
Act as a role model and leader for the team living the values. Manages four or more employees as direct reports. They have full authority for people management including:
Assigning, directing, and evaluating work;
Comply with all people processes including performance management, pay reviews and career development discussions;
Approving salary and bonus actions;
Ensuring appropriate orientation and on-going education/training.Designs, collects, validates and analyze compensation, benefits and HR policies data. Provide and sell up-to-date insights, industry and market focused benchmark reports and advise to ensure clients are competitively positioned to attract and retain the right talent. Advise and consult with companies to understand competitive pay issues, compensation benchmarking, market pricing, pay comparison across multiple countries, compensation and benefits audits & compensation restructuring.The Requirements
Skills and Competencies
Technical:
Candidates need to have solid, deep and proven experience in managing and delivering projects related to our portfolio of services:
Rewards: remuneration surveys, market pricings, job evaluation systems and methodologies, salary structures, sales incentives design, total compensation strategies / philosophies, short and long-term incentives design;
Talent: competencies modeling, career maps, executive assessments, engagement surveys, succession planning, performance management, change management processes.
Sales:
Past experience in selling projects related to the above products and services is ideal.
Communication (verbal and written) is very important to the role.
Existing network with local community of HR leaders in large companies (example: member of HR associations).
Management skills:
Experience in managing people and financial results of a business unit (see more details under Job Responsibilities.
The Company 
Willis Towers Watson is a leading global advisory, broking and solutions company that helps clients around the world turn risk into a path for growth. With roots dating to 1828, Willis Towers Watson has 40,000 employees serving more than 140 countries. We design and deliver solutions that manage risk, optimize benefits, cultivate talent, and expand the power of capital to protect and strengthen institutions and individuals. Our unique perspective allows us to see the critical intersections between talent, assets and ideas "EUR" the dynamic formula that drives business performance. Together, we unlock potential. Learn more at willistowerswatson.com.
Willis Towers Watson is an equal opportunity employerWillis Towers Watson believes that effectively managing a diverse workforce is vital to our business strategy. We have an obligation to our organization, ourselves and our clients to hire and develop the best people we can find. We will continually review our policies and practices to ensure that all areas of the employment process (including recruiting, hiring, work assignments, compensation, benefits, promotions, transfers, company-sponsored development programs and overall workplace experience) are free from discriminatory practices. We are committed to equal employment opportunities at Willis Towers Watson.
Unsolicited Contact: Any unsolicited resumes/candidate profiles submitted through our web site or to personal e-mail accounts of employees of Willis Towers Watson are considered property of Willis Towers Watson and are not subject to payment of agency fees. In order to be an authorized Recruitment Agency/Search Firm for Willis Towers Watson, any such agency must have an existing formal written agreement signed by an authorized Willis Towers Watson recruiter and an active working relationship with the organization. Resumes must be submitted according to our candidate submission process, which includes being actively engaged on the particular search. Likewise, for our authorized Recruitment Agencies/Search Firms, if the candidate submission process is not followed, no agency fees will be paid by Willis Towers Watson. Willis Towers Watson is an equal opportunity employer.

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