LAB PA Performance Partner, Senior Manager FTC

Who We Are

Boston Consulting Group partners with leaders in business and society to tackle their most important challenges and capture their greatest opportunities. BCG was the pioneer in business strategy when it was founded in 1963. Today, we help clients with total transformation-inspiring complex change, enabling organizations to grow, building competitive advantage, and driving bottom-line impact.

To succeed, organizations must blend digital and human capabilities. Our diverse, global teams bring deep industry and functional expertise and a range of perspectives to spark change. BCG delivers solutions through leading-edge management consulting along with technology and design, corporate and digital ventures—and business purpose. We work in a uniquely collaborative model across the firm and throughout all levels of the client organization, generating results that allow our clients to thrive.

What You'll Do

The LAB PA Performance Partner Senior Manager acts as a senior strategic partner to Practice Area (PA) leadership at the LAB (London, Amsterdam and Brussels) level, driving commercial performance by working closely with MDPs, PA Nodes and Client Team to understand client as well as commercial needs and aligning talent to these. The role works to optimise billability, pipeline health, capacity planning, and staffing, as well as give input to Project Leader, Principal and Partner (PPPL) Career Development (CD) Chairs and support overall PPPL career development. This role is part of the LAB PA & PPPL Performance Team, reporting to the LAB PA Performance Partner Director and working closely with the LAB Talent & Performance Senior Director as well as the CD Expertise, HR, Finance, Ringfence Performance and A-C Performance teams.

This role is offered on a fixed-term contract to provide temporary cover within the team while an existing colleague undertakes the duties of a more senior role on a temporary basis. The need for this cover is therefore limited in duration with an end date of 31 July.

Staffing

- Act as a senior strategic partner to PA leadership, providing data driven insights, context and constructive challenges on staffing decisions, escalations and commercial levers including billability, utilisation and leakage.
- In collaboration with PA Nodes, build a forward-looking view of case demand to share with the LAB PA & PPPL Performance Partner Director.
- Own end-to-end staffing for PPPL populations, prioritising requests, and managing deployment to maximise utilisation, minimise leakage and reduce reliance on cross-system staffing.
- Proactively manage PA capacity and staffing risk, balancing short term deployment against long term pipeline health to optimise revenue while building trust in staffing processes and transparency of decisions.
- Review and approve/decline PPPL holiday, FlexMonths and exceptional leave of absence (LOA) requests, balancing individual flexibility with capacity targets.
- Drive PPPL talent risk management, including wellbeing signalling, Teaming insight gathering, parental LOA phase out oversight, and all LOA reintegration planning, in all cases assessing the individual and commercial delivery impact and mitigating both accordingly.

Pyramid planning

- Lead proactive PA pyramid planning and pipeline reviews, translating commercial demand signals and platform assessment into sustainable pyramid structures and hiring/mobility strategies in partnership with PA leadership and People Analytics.
- Lead PA affiliation and integration approvals for Consultants, in collaboration with PA Nodes, providing relevant individual and capacity context to ensure effective decision making.
- Ensure PPPL lateral hires are effectively onboarded and offboarded in/out of the PA and Nodes are notified.

Career Development (CD)

- Build relationships with PPPLs through regular touch points integrating career development conversations with commercial outcomes e.g. billability, case mix, client exposure.
- Drive PA calibration and share insights with CD Chairs ahead of Career Development Committee (CDC) meetings. Shape promotion pipelines, including providing strategic input into MDP nomination forums through a lens of succession planning, sponsorship and business need.
- Synthesise development plans that support individual progression and PA commercial performance and collaborate with the CD Expertise Team on significant outcomes from CDC that may be useful context for a particular individual.

Ad hoc

- Lead improvement in team processes identifying opportunities to make delivery more efficient, scalable and responsive to evolving commercial priorities, including through automation and AI. Improve ways of working with the Ringfence Performance, A-C Performance, CD Expertise, HR and Finance teams.
- Provide cover for the team when required and support with ad hoc projects as required (e.g. bonus letter checks, MDP citizenship data collection).
- Provide guidance and mentorship to junior People Team members, sharing expertise, supporting their development and helping build confidence in staffing decision-making.

You’re good at

- Excellent communication skills, able to adapt messaging and engage effectively with a diverse range of stakeholders.
- Strong interpersonal skills, with the ability to act as a thought partner and trusted advisor.
- Self-motivated, can take initiative, work independently, and prioritise effectively in a fast-paced environment.
- Flexible and adaptive mindset, with a positive approach to change, and a willingness to challenge established ways of working.

What You'll Bring

- Minimum 7 years of relevant professional experience, including ideally in an international professional services firm.
- Stakeholder management experience, with the ability to influence and partner at MDP level.
- Highly proficient in Excel and PowerPoint, and well experienced numerate.
- Excellent English skills (verbal and written communication).

Please note this position is not restricted solely to the responsibilities listed above and that the job scope and responsibilities are subject to change.

Additional info

At BCG, our people and relationships are at the heart of everything we do. We believe that in-person collaboration plays an important role in our culture, mentorship, and professional development.

For this role, you will generally be expected to work from a BCG office or in person with clients on a regular basis (typically around 50% of working time), depending on business needs and in line with local policies and practices.

We aim to provide a dynamic and collaborative environment that fosters connection and teamwork.

Boston Consulting Group is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, age, religion, sex, sexual orientation, gender identity / expression, national origin, disability, protected veteran status, or any other characteristic protected under national, provincial, or local law, where applicable, and those with criminal histories will be considered in a manner consistent with applicable state and local laws.

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