The Vice President, Consulting Workforce & Performance is a senior operating leader accountable for the health, capability, leadership, and performance of the Consulting organization. The Vice President leads the consultant population through senior people leaders and ensures Consulting has the talent needed to perform today and meet future business demand.

This executive translates business strategy, client demand, delivery performance, solution direction, and workforce data into decisions about organizational shape, capability, leadership, performance, hiring, development, and retention. The role partners closely with the Consulting Leadership Team, Finance, Recruiting, and People & Culture. The individual will execute enterprise people processes and extend them to drive Consulting business outcomes. This executive will be focused on how they can make our human mix the best it can be.

What You'll Do

Consulting Workforce Strategy & Organizational Leadership

• Lead and execute Consulting workforce strategy in alignment with the Head of Consulting and Consulting Leadership Team, translating business priorities and anticipated demand into clear talent, leadership, capability, and performance actions.
• Lead the Consulting people organization through a team of people leaders, holding them accountable for team performance, development, engagement, retention, and organizational health.
• Establish a high-performance culture with clear expectations for consulting excellence, client impact, accountability, teamwork, continuous learning, and professional conduct.
• Serve as the business sponsor for Consulting learning and capability development, including Transform University, defining priorities and outcomes with People & Culture and Consulting subject-matter leaders.
• Serve as the senior organizational performance and talent advisor to the CCO, bringing fact-based recommendations on organizational health, leadership strength, succession, capability risk, workforce mix, and future priorities.

Workforce Performance & Leadership Accountability

• Own performance outcomes across the Consulting organization and hold leaders accountable for coaching, differentiation, development, and timely action on underperformance within the enterprise performance framework.
• Make and oversee consequential talent decisions, including promotions, role changes, succession moves, performance actions, and separations, in partnership with People & Culture and within enterprise policy.
• Use performance, retention, engagement, hiring, capability, staffing, bench, utilization, and staffability data to assess organizational health, identify risks, and drive action.

Workforce Planning, Capacity & Capability

• Translate business plans, account growth, delivery demand, solution direction, and workforce analytics into forward-looking workforce plans by level and capability; determine the right build, buy, develop, redeploy, partner, or contingent talent actions.
• Integrate demand, delivery, solution, and staffing insights from across the Consulting Leadership Team to shape workforce, talent, and organizational priorities.
• Set Consulting hiring priorities and quality requirements based on demand and capability gaps, partnering with Recruiting and Consulting leaders to attract and select high-quality talent.
• Partner with Business Execution, which owns day-to-day staffing and deployment, to use demand, supply, bench, utilization, contractor, and staffability data to identify structural gaps, capacity risks, workforce mix changes and hiring or redeployment needs.
• Anticipate workforce, capability, leadership, and performance risks and act before they affect client delivery, employee experience, workforce economics, or growth.

Leadership, Succession & Workforce Capability

• Partner with People & Culture to ensure Consulting has strong leadership depth and succession coverage for critical roles, holding leaders accountable for identifying and developing successors.
• Strengthen Consulting people managers through clear expectations, coaching, development, and direct feedback; intervene when leadership quality does not meet the required standard.
• Define the business capabilities required to execute strategy and meet evolving client demand, incorporating input from Accounts, Delivery, and Solutions and partnering with People & Culture on career, competency, and development frameworks.
• Prioritize development, mentoring, stretch assignments, and experiential learning that build required capabilities, accelerate high performers, and close critical gaps.
• Drive actions to recognize and retain exceptional performers and critical talent while maintaining a culture where advancement is earned through sustained performance, leadership, teamwork, and client impact.

Executive Partnership, Business Integration & People Governance

• Operate as a member of the Consulting Leadership Team, integrating client demand, delivery performance, solution direction, and staffing data into decisions about the shape, capability, leadership, and performance of the Consulting organization.
• Partner with People & Culture as the business customer and advocate for enterprise talent, succession, performance, organization design, learning, career, engagement, and employee-relations practices, translating them into Consulting outcomes.
• Partner with Finance, Business Execution, and Consulting leadership on headcount, workforce economics, utilization, productivity, investment priorities, and workforce tradeoffs, balancing near-term performance with long-term capability and capacity needs.
• Establish a regular talent and workforce governance cadence with senior leaders so decisions, commitments, risks, and follow-through remain visible and accountable.

What We're Looking For

Required Qualifications

• 15+ years of progressive experience in consulting or professional services, including direct leadership of a sizable consulting organization; 8+ years leading leaders, including Directors or equivalent senior people managers.
• Proven accountability for a large professional organization, ideally 100+ employees, with responsibility for organizational performance, leadership effectiveness, workforce health, and talent outcomes.
• Demonstrated success building strong leadership teams, raising performance standards, improving capability, developing and retaining talent, and making difficult business and talent decisions.
• Strong business and financial acumen connecting workforce decisions to growth, utilization, productivity, workforce economics, client outcomes, capacity, and future capability needs.
• Experience leading talent reviews and performance discussions, differentiating performance, identifying leadership and capability risks, and converting insights into business actions.
• Exceptional executive communication, influence, and analytical skills, with comfort using workforce and talent data to diagnose issues and drive decisions.
• Bachelor's degree or equivalent professional experience.

Preferred Qualifications

• Experience leading organizational and talent performance in a global or distributed consulting or professional services environment, preferably in technology, digital transformation, enterprise applications, or business transformation consulting.
• Demonstrated success leading organizational change, leadership transformation, or significant workforce scaling and reshaping.

Ideal Candidate Profile

The ideal candidate is a seasoned consulting executive who sees talent leadership as a business discipline, not an administrative function. You have led leaders and sizable professional organizations, know how to distinguish excellent performance from adequate performance, and are comfortable acting on that judgment. You build credibility by understanding the business, the work consultants perform, the needs of clients, and the conditions required for teams to succeed. You combine high standards with strong coaching and development instincts. You can attract exceptional people, accelerate the growth of high performers, strengthen managers, create succession depth, and address underperformance directly and fairly. You are equally comfortable discussing workforce strategy with executives, coaching a director through a difficult talent decision, reviewing organizational metrics, or challenging the organization to raise its expectations. Most importantly, you create an environment where talented people want to perform, grow, collaborate, and deliver outstanding results together.