The Director will also partner with clients to originate, prioritize, and advance complex cross-platform opportunities, including strategic partnerships, co-investments, bespoke solutions, and product co-creation. They will lead end-to-end execution of initiatives via content-led project management, setting direction, sequencing work, and making trade-offs across competing priorities.

Additionally, the Director will coordinate seamlessly across existing coverage/sales teams, regional leads, and investment teams to deliver the full BlackRock platform. They will support the allocation of firm resources intentionally toward the highest-impact initiatives, ensuring clarity of ownership and accountability.

The Director will build and lead high-performing teams by coaching, developing, and elevating VPs, Associates, and Analysts. They will create leverage by raising judgment, execution quality, and ownership across the team.

Experience/Qualifications:

• 10+ years of relevant experience across capital markets, advisory, sales, or transaction-oriented roles with demonstrated decision proximity and ownership of outcomes
• Deep asset class expertise, with the ability to lead senior client conversations credibly and exercise sound judgment across complex investment and portfolio topics
• Demonstrated domain expertise in one or more core GPO client segments (i.e., global banks, insurers, sovereign wealth funds, or large public pensions), including fluency in their operating models, governance, and investment priorities
• Proven track record of owning and converting complex commercial initiatives across multiple stakeholders
• Strong problem-solving and analytical capability, paired with an advisory mindset and the ability to translate content into action through disciplined, end-to-end execution
• High operating maturity, with the ability to prioritize, make trade-offs, and deliver outcomes in ambiguous, high-pressure environments
• Excellent written and verbal communication skills, with experience producing senior-level materials and engaging confidently with executive audiences
• Prior experience leading and developing talent, with a clear commitment to building team leverage

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Reporting to the Chief of Staff for Copilot Engineering, you are a trusted operating partner to the Copilot Engineering leadership team,connecting work across HR, recruiting, comms, events, and functional leaders to drive re-orgs, performance management rhythms, cultural improvements and team communications.

Core Responsibilities

Strategically manage re-orgs and team design: build options, model scenarios, draft org charts, define role/level principles, coordinate approvals, and land changes with clear comms and minimal disruption.

Establish and continuously improve team culture: define operating principles, create rituals (all-hands, retros, onboarding), and partner with leaders to reinforce expectations through recognition and feedback mechanisms.

Enable performance management: build and run annual and quarterly performance rhythm (goal setting, calibration, talent reviews), track actions, and ensure leaders have the data and narratives needed to make timely decisions.

Key contributor to the org’s operating cadence and logistics: help maintain the annual operations calendar, recommend leadership and team meeting schedules, manage agendas/notes/decisions, and ensure follow-through on action items.

Primary liaison for coordination of events and offsites in partnership with the Events team: define objectives and audience, manage timelines and content inputs, align budgets, and ensure excellent attendee experience and post-event follow-up.

Own leadership communications: draft and manage distribution of org updates, quarterly narratives, and decision memos; maintain source-of-truth channels for priorities, org changes, and FAQs.

Build scalable people programs: improve onboarding, internal mobility and succession planning readiness, and manager enablement resources (toolkits, templates, timelines) in partnership with HR.

Continuously improve operational processes and tooling: simplify how the team plans, documents decisions, and reports status; create lightweight templates and automation where possible to reduce overhead.

Scope & Operating Model

This role typically partners directly with the org leader(s) and leadership team, operating with high autonomy and discretion. Scope often expands with org size and complexity, and may include ownership of multiple programs or sub-teams over time.

Operate as the “air traffic controller” for the org: connect dots across workstreams, anticipate risks and dependencies, surface trade-offs, and keep leadership aligned through crisp readouts and decision support.

Track org health and engineering/operational metrics: partner with existing owners to maintain scorecards and dashboards (e.g., headcount, attrition, hiring funnel, engagement signals, delivery predictability, incident/quality trends as applicable), identify patterns, and translate insights into recommendations and leadership actions that feed performance management.

Be the primary liaison to HR (and close partner to recruiting and finance): manage HR cases and escalations, support talent processes, ensure policy compliance, and drive clear communication across leaders and teams.

Key Challenges & Expectations

Immediate priorities often include landing org design changes smoothly, establishing a predictable operating cadence, and creating clear mechanisms for goals, feedback, and accountability across the leadership team.

The program manager must be able to drive change management with empathy and firmness,balancing discretion and trust with the ability to push for closure, escalate when needed, and unblock leaders at speed.

Internal customers include the org leader(s), direct reports, and key partners (HR, recruiting, finance, comms, events).

Success requires crisp communication, strong judgment, and the ability to translate ambiguity into simple plans and artifacts.

Qualifications

Required Qualifications:

Bachelor’s Degree in Business, Operations, Finance, or related field AND 8+ years experience in program management, process management, or process improvement OR equivalent experience.

Preferred Qualifications:

Master’s Degree in Business, Operations, Finance, or related field AND 12+ years experience in program management, process management, or process improvement OR Bachelor’s Degree in Business, Operations, Finance, or related field AND 15+ years experience in program management, process management, or process improvement OR equivalent experience.

Demonstrated ability to lead complex change management efforts (re-orgs, operating model changes, new planning/performance rhythms) with high trust and confidentiality.

Strong analytical skills and comfort using scorecards and dashboards to synthesize metrics into insights and recommendations (without needing to be the metric owner/creator).

Exceptional written and verbal communication; able to create crisp executive-ready artifacts (memos, narratives, readouts, comms plans).

Proven stakeholder management across HR, recruiting, and cross-functional partners; able to influence without authority.

Senior level operating maturity: consistently high judgment, bias for action, and ability to operate through ambiguity with appropriate rigor, confidentiality, and attention to detail.

XML job scraping automation by YubHub

Reporting to the Chief of Staff for Copilot Engineering, you are a trusted operating partner to the Copilot Engineering leadership team,connecting work across HR, recruiting, comms, events, and functional leaders to drive re-orgs, performance management rhythms, cultural improvements and team communications.

Core Responsibilities

Strategically manage re-orgs and team design: build options, model scenarios, draft org charts, define role/level principles, coordinate approvals, and land changes with clear comms and minimal disruption.

Establish and continuously improve team culture: define operating principles, create rituals (all-hands, retros, onboarding), and partner with leaders to reinforce expectations through recognition and feedback mechanisms.

Enable performance management: build and run annual and quarterly performance rhythm (goal setting, calibration, talent reviews), track actions, and ensure leaders have the data and narratives needed to make timely decisions.

Key contributor to the org’s operating cadence and logistics: help maintain the annual operations calendar, recommend leadership and team meeting schedules, manage agendas/notes/decisions, and ensure follow-through on action items.

Primary liaison for coordination of events and offsites in partnership with the Events team: define objectives and audience, manage timelines and content inputs, align budgets, and ensure excellent attendee experience and post-event follow-up.

Own leadership communications: draft and manage distribution of org updates, quarterly narratives, and decision memos; maintain source-of-truth channels for priorities, org changes, and FAQs.

Build scalable people programs: improve onboarding, internal mobility and succession planning readiness, and manager enablement resources (toolkits, templates, timelines) in partnership with HR.

Continuously improve operational processes and tooling: simplify how the team plans, documents decisions, and reports status; create lightweight templates and automation where possible to reduce overhead.

Scope & Operating Model

This role typically partners directly with the org leader(s) and leadership team, operating with high autonomy and discretion. Scope often expands with org size and complexity, and may include ownership of multiple programs or sub-teams over time.

Operate as the “air traffic controller” for the org: connect dots across workstreams, anticipate risks and dependencies, surface trade-offs, and keep leadership aligned through crisp readouts and decision support.

Track org health and engineering/operational metrics: partner with existing owners to maintain scorecards and dashboards (e.g., headcount, attrition, hiring funnel, engagement signals, delivery predictability, incident/quality trends as applicable), identify patterns, and translate insights into recommendations and leadership actions that feed performance management.

Be the primary liaison to HR (and close partner to recruiting and finance): manage HR cases and escalations, support talent processes, ensure policy compliance, and drive clear communication across leaders and teams.

Key Challenges & Expectations

Immediate priorities often include landing org design changes smoothly, establishing a predictable operating cadence, and creating clear mechanisms for goals, feedback, and accountability across the leadership team.

The program manager must be able to drive change management with empathy and firmness,balancing discretion and trust with the ability to push for closure, escalate when needed, and unblock leaders at speed.

Internal customers include the org leader(s), direct reports, and key partners (HR, recruiting, finance, comms, events).

Success requires crisp communication, strong judgment, and the ability to translate ambiguity into simple plans and artifacts.

Qualifications

Required Qualifications:

Bachelor’s Degree in Business, Operations, Finance, or related field AND 8+ years experience in program management, process management, or process improvement OR equivalent experience.

Preferred Qualifications:

Master’s Degree in Business, Operations, Finance, or related field AND 12+ years experience in program management, process management, or process improvement OR Bachelor’s Degree in Business, Operations, Finance, or related field AND 15+ years experience in program management, process management, or process improvement OR equivalent experience.

Demonstrated ability to lead complex change management efforts (re-orgs, operating model changes, new planning/performance rhythms) with high trust and confidentiality.

Strong analytical skills and comfort using scorecards and dashboards to synthesize metrics into insights and recommendations (without needing to be the metric owner/creator).

Exceptional written and verbal communication; able to create crisp executive-ready artifacts (memos, narratives, readouts, comms plans).

Proven stakeholder management across HR, recruiting, and cross-functional partners; able to influence without authority.

Senior level operating maturity: consistently high judgment, bias for action, and ability to operate through ambiguity with appropriate rigor, confidentiality, and attention to detail.

XML job scraping automation by YubHub