Senior Analyst

Job Description

Compensation GoalsettingWork with asset managers to ensure each sets clear goals and objectives that are linked to year-end incentives. Annual Comp ProcessProvide guidance internally and to on year-end compensation, including oversight of the process to review/approve year-end compensation across Account. Promote/LTIPPartner with asset management and Account to review and potentially modify promote/LTIP where Blackstone can drive further alignment with shareholders based on the current strategy and market conditions. New InvestmentsPartner with acquisition team to develop a go-forward compensation framework (amounts and structure) for enterpriselevel transactions, consistent with Blackstone precedent/philosophy and develop a transition process with asset management team. Talent Acquisition & Succession Planning Talent AcquisitionPartner with asset management and client to ensure a thorough executive recruitment process (e.g., devise search strategy, manage recruiting firms, review pipeline and refine interview slate, opine and negotiate offer terms, advise onboarding process, etc.). Conduct interview training with the asset management teams to support the gathering of high-quality information during the interview process and to enhance decision-making quality. Assessment (external & internal)Oversee formal deep-dive leadership assessment for select executives to understand strengths and risk areas related to their candidacy or ongoing development. Assess how capabilities mesh with the existing executive team, as well as what resources may be required to bolster success for the individual and company. Manage partnerships with preferred assessment firms to guide execution and build scalable deployment processes. Talent Management (annual talent review and succession planningOversee annual executive talent review (including 360, 9-box, and succession plan) and facilitate discussion with leadership and asset management to align on critical talent initiatives. Embed upgraded capabilities across client through partnership with the CEO and CHRO and provide connectivity to external vendor firms. New InvestmentsConduct formal/informal human capital diligence both pre and post-close to develop early views on the existing executive team and talent processes to inform critical talent decisions. Organizational Design Annual Org. AssessmentLead annual organizational assessment to align asset management leadership, asset managers, and client leadership on short to mid-term goals, evaluate existing organizational capabilities, and develop the action items needed to drive strategic outcomes. Coordinate annual client reviews in conjunction with asset management team and asset management leadership. Ad-hoc/New InvestmentsAdvise client and asset management on ad-hoc organizational design questions/considerations, including: workforce reductions, reorgs, adapting the organization based on strategy changes, formal/informal organizational assessments for new investments pre and post-close