LAB Ringfence Performance Partner, Director | 9-month 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 Ringfence Performance Partner Director acts as a senior strategic partner to ringfenced Practice Area (PA) leadership at the LAB (London, Amsterdam and Brussels) level, driving commercial performance by working closely with MDPs, PA Nodes and the Client Team to understand client as well as commercial needs and aligning talent to these. For their assigned PA(s) this role optimises billability, pipeline health, capacity planning, and staffing, as well as giving input to Project Leader, Principal and Partner (PPPL) Career Development (CD) Chairs and supporting overall PPPL career development.

In addition, this role also leads the LAB Ringfence Performance Team, embedding a consistent, transparent and commercially focused approach to performance partnering across all cohorts in ringfenced PAs, while managing and developing the team. Reporting to the LAB Talent & Performance Senior Director, this role works in close partnership with the LAB Performance Director and LAB PA & PPPL Performance Partner Director, as well as being a trusted advisor to the LAB People & Operations Executive Director, People Chair, PA Nodes, and broader MDP group.

This is a fixed-term role providing maternity leave cover within the Performance Development & Staffing Team, including a short handover period. The contract is expected to run for approximately 9 months and will end on the return of the colleague being covered, subject to a final end date of 30. September 2027.

Team Leadership

Own the LAB Ringfence Performance Team strategy, optimising all ringfenced cohorts’ deployment, utilisation and billability towards agreed targets and sharing regular updates with senior leadership.

Proactively drive PAs towards additional ringfence-specific targets, e.g. managing ringfence billability to above quarterly LAB average and ensuring cohort mix is reflective of LAB generalist population.

Navigate high-stakes prioritisation decisions across all cohorts in ringfenced PAs, using inputs from the team to maximise commercial impact. Present a forward-looking view of case demand to Finance and the LAB Performance Director.

Build a collaborative, flexible team and lead performance management and team development through regular coaching and feedback conversations. Set the direction for consistent, commercially grounded performance partnering practices across PAs, empowering the team to apply this to their own PAs.

Act as the senior escalation point for complex ringfence staffing and performance challenges.

Drive continuous improvement in People processes and ways of working, identifying opportunities to make delivery more efficient, scalable and responsive to evolving commercial priorities, including through automation and AI. Partner with wider People Team functions and Global and Regional counterparts to embed improvements and strengthen end-to-end delivery.

Staffing for your assigned ringfence PA(s)

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.

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 for your assigned ringfence PA(s)

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) for your assigned ringfence PA(s)

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.

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.
• Strong teaming skills, building effective working relationships across functions and geographies, and leveraging these relationships to deliver positive outcomes.
• Strong people leadership, setting the direction for a team, driving performance and coaching others to develop their own leadership capability.
• Self-motivated, with the ability to 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 10 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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