Partner Development and Performance Lead Fixed Term Contract

Partner Development & Performance Lead (Fixed-Term Contract) This is a newly created role with direct access to the Chief People Officer and the opportunity to shape an important area of the firm's people strategy. As CMS continues to strengthen its approach to partner performance, leadership development, succession planning and the wider partner lifecycle, you will help translate strategic priorities into practical and sustainable solutions.

Working closely with senior leaders across the firm, you will develop frameworks, programmes and insights that support partners at every stage of their career. From performance and leadership development through to succession planning and future leadership pipelines, your work will influence both individual success and the long-term strength of the partnership. This role will suit someone who combines strategic thinking with hands‑on delivery, enjoys building new approaches and can establish credibility with senior stakeholders across a complex and professional environment.

• Partner Performance Lead: the continued development of the firm's approach to partner performance. Design and embed frameworks that support meaningful performance conversations, clear expectations and consistency across practice groups. Provide insight and analysis on partner contribution, performance trends and capacity. Work with Practice Group Leaders and Executive Team stakeholders to support effective performance management. Identify opportunities to strengthen partner effectiveness, engagement and commercial impact.
• Leadership Development:
  Develop and deliver the firm's leadership development approach for partners and senior leaders. Work with Learning & Development colleagues to design programmes focused on people leadership, client relationships, commercial effectiveness and firm leadership. Build development pathways for future Practice Group Leaders and other key leadership positions. Support coaching, mentoring and peer learning opportunities across the partnership.
• Talent and Succession:
  Lead the firm's approach to partner succession planning. Facilitate talent and succession discussions across practice groups and business areas. Develop frameworks that support the identification and development of future firm leaders. Support career development conversations for partners at different stages of their careers. Use data and insight to inform talent decisions and long-term workforce planning.
• Partner Lifecycle:
  Develop a more connected approach to the partner lifecycle, including onboarding, integration, development, progression and retirement planning. Enhance the experience of newly promoted and lateral partners through structured programmes and support. Help accelerate partner contribution through effective integration and development initiatives.
• Insight and Continuous Improvement:
  Develop meaningful people and performance insights that support decision‑making. Monitor external trends and emerging practice in leadership, professional services and partnership management. Evaluate programme effectiveness and identify opportunities for continuous improvement. Improve processes, increase efficiency and enhance the overall partner experience.
• Stakeholder Leadership:
  Build trusted relationships with Executive Team members, Practice Group Leaders, senior partners and HR colleagues. Influence and challenge constructively to support effective people and business decisions. Lead strategic projects that support delivery of the People Strategy. Work collaboratively with Learning & Development, HR Business Partnering, Reward, Talent Acquisition, People Operations, People Analytics and the Partnership Office.

• Essential
  
  Experience:
  
  designing and delivering talent, leadership, performance or succession initiatives within a professional services, partnership or similarly complex environment.
• The ability to develop strategy and translate it into practical, sustainable solutions.
• Confidence working with senior stakeholders and influencing at executive level.
• Strong analytical skills with the ability to use data and insight to shape decisions.
• Excellent stakeholder…