Global Employee Experience & Engagement Practice Leader

Mercer's Employee Experience & Engagement practice sits at one of the most consequential intersections in modern business: how organizations understand, energize, and unlock the performance of their people. For years, the category has been defined by surveys — instruments that measure sentiment, benchmark scores, and report findings. That era is closing. Clients no longer want to be told what their employees think; they want to know what to do about it, what it's worth, and how AI is reshaping the answer. We are hiring a Managing Director/Partner to lead this practice globally and take it into its next chapter: from product-led survey provider to the category-defining advisor on workforce intelligence and human performance.

About the Role

P&L for the practice sits in our regions, where it belongs — close to clients and markets. This role leads the practice itself: its strategy, its solutions, its thought leadership, its global partnerships, and the capability of its people. Success will be measured by whether the regions hit and exceed their goals because of what this leader builds, ships, and influences.

Responsibilities

• Global practice strategy and direction: Set the strategic agenda for the practice worldwide and sit on the global Talent Advisory leadership team. In partnership with the head of Talent, define where we play, what we sell, what we stand for, and how we evolve from survey provider to workforce intelligence advisor. Define the multi-year roadmap, partnership and product strategy, and align the practice behind a coherent point of view.
• Commercial impact, through the regions: Equip markets with sharper offers, better proposals, stronger sales materials, and differentiated thinking that wins competitive pursuits. Partner closely with regional and country leaders on their largest opportunities, parachute into pursuits where your presence makes the difference, and hold yourself accountable for practice growth across all regions.
• Client delivery and advisory presence: Personally engage on our most strategic global client relationships — the CHRO conversations where the question isn't "what does our engagement score mean" but "what should we do about hybrid, about AI adoption, about the productivity and trust gap, about the workforce we'll need in three years." Clients should want you in the room and your judgment in the work because of the perspective and rigor you bring.
• Solution and offer evolution: Set the direction for what we sell and how — evolving our solution set so that listening, intelligence, and action sit on a single thread. Work closely with product, data science, and AI teams to embed predictive and generative capabilities into how clients diagnose issues, decide what to do, and measure what changes.
• Capability building across the global community: Lead the global practice community — consultants, analysts, and specialists who deliver the work in every region. Set the bar for what "great" looks like, build learning paths and certifications, attract senior talent, and make this a practice the best people in the field want to be part of.
• Global partnerships and initiatives: Own the practice's most important external partnerships — technology providers, academic institutions, research bodies — and steward global initiatives such as flagship research, signature offerings, and large transformation programs.
• Voice and brand: Be a visible external face of Mercer on the future of work, employee experience, and workforce intelligence — with clients, in the press, on stage, and in writing. Sharpen and amplify our point of view to be more frequent and genuinely useful than the category norm.

Requirements

• Senior consulting or industry leader (typically 15+ years) with deep credibility in employee experience, engagement, talent, or adjacent workforce domains, and a clear point of view on the value of employee listening and workforce intelligence.
• Track record of leading through influence in a matrixed global organization — driving commercial outcomes through regional teams you don’t directly control.
• Demonstrated wins at the CHRO / C-suite level, with evidence of selling beyond products into advisory and transformation work.
• Personal credibility as a practitioner: someone clients ask for by name because of the quality of their thinking and delivery, not just their title.
• A clear point of view on where employee experience, engagement, and workforce intelligence are heading, including fluency with how AI is changing diagnostics, prediction, and the consulting model.
• Track record of building global communities of practice and raising capability, not just acquiring it.
• Comfort being a public voice — confident with media, stage, and written thought leadership — while operating within a global brand.
• Global mindset; experience working across the Americas, EMEA, and Asia-Pacific is strongly preferred.

Why This Role

The category is up for grabs. Incumbents are defending product positions; newer entrants have technology but lack the depth, reach, and trust Mercer has earned over decades. We have one of the largest client bases, the data, the brand, and the appetite to invest. We want a leader with the ambition and craft to put it all together — and the standing to be recognized as a leading voice on the future of employee experience.

Benefits

• Competitive total rewards package including health and welfare benefits, tuition assistance, 401K savings and other retirement programs, and employee assistance programs.

Pay

The applicable base salary range for this role is $216,000 to $324,000. The base pay offered will be determined on factors such as experience, skills, training, location, certifications, education, and any applicable minimum wage requirements. Decisions will be determined on a case-by-case basis. This position may also be eligible for performance-based incentives.

Schedule

Marsh is committed to hybrid work, which includes the flexibility of working remotely and the collaboration, connections, and professional development benefits of working together in the office. All colleagues are expected to be in their local office or working onsite with clients at least three days per week. Office-based teams will identify at least one “anchor day” per week on which their full team will be together in person.