Managing Director, People & Organizational Development

Introduction At Gallagher Benefit Services, you’re a trusted partner to organizations navigating some of their most important people decisions. We help clients build better workplaces, where people feel supported, empowered, and inspired to thrive. Whether it’s shaping benefit strategies, designing wellbeing programs, or advising on workforce challenges, the work you do here creates meaningful change for businesses and the people who power them. We’re a community of bold explorers, trusted experts, and compassionate partners; working side by side to solve problems, and shape the future of work. Here, curiosity is encouraged, collaboration is second nature, and your ideas have room to grow. If you’re looking for a place where your contribution matters and where you can help build a better world of work; think of Gallagher. How you'll make an impact The Managing Director, People & Organizational Development is a Producing Leader responsible for driving growth, integration, and expansion of organizational assessment and development solutions across Gallagher’s People and Organizational Development ecosystem. This role serves as a sales ignitor and integrator, focused on converting client demand into scalable, high-value consulting engagements across various teams withing PD&I – People & Workplace Experiences (PWE), Leadership Advisors (LA), and Leadership and Organizational Development, ensuring solutions are connected, sequenced, and expanded across the full client lifecycle. This role spends 80% of time driving towards personal sales targets and 20% coaching and leading a team to achieve their sales targets. This is primarily a market-facing role, accountable for building pipeline, closing business, and accelerating growth of integrated Organizational Development (OD) solutions – while aligning the right teams for delivery. The role will report to the Practice Leader of People Development & Insights with a dotted line reporting relationship to the Business Unit Leader. Success in this role is measured not only by individual production, but by total expansion of integrated OD opportunities across the pipeline and conversion into downstream consulting engagements. Key Accountabilities Sales Leadership & Demand Generation (Primary Focus) Carry an individual annual sales target of $2M, with a ramp period of up to two years to achieve steady‑state production. Serve as a lead seller and solution/proposal developer of integrated OD solutions, including: Employee listening and engagement Leadership and workforce strategy Talent management including succession planning, workforce planning, and performance management programming Organizational design and human capital consulting Culture and change leadership consulting Build and manage a strong personal pipeline with a focus on scalable, repeatable solution pathways partnering with account managers and consultants on follow-on work. Partner with Leadership to support and expand OD‑related sales opportunities, bringing clients and prospects into the integrated LA delivery ecosystem. Develop repeatable, client‑ready solution frameworks that connect insight → action → sustainment. Collaborate with Talent and broader Gallagher producers to strengthen cross‑sell motion and client expansion. Act as a “sales ignitor”, activating opportunities across Gallagher by: Partnering with producers and account teams Identifying entry points through diagnostics and listening Converting insights into actionable consulting engagements People Leadership & Team Development Serve as the formal people leader for both the PWE and Leadership Advisors teams, with responsibility for performance management, coaching and development, and staffing and capacity planning. Ensure a high‑performance culture that values accountability, collaboration, and commercial impact. Act as a coach for consultants on sales planning, sales execution, pipeline development, project scoping, and client relationships Integration & Cross-Solution Development Serve as the primary integrator across PWE, Leadership Advisors, and Leadership capability solution sets partnering with PD&I Practice Leader and BU Leader to further define integration. Integrate across other Talent practices for large scale projects Ensure opportunities are effectively transitioned and expanded across delivery and account management teams, minimizing fragmentation and maximizing client impact Drive a cohesive lifecycle‑based client experience (listen → diagnose → develop → sustain) that improves revenue stickiness and client outcomes. Identify and scale repeatable solution pathways (e.g., engagement survey → leadership strategy → succession planning → leadership development). Work closely with the sales leader of leadership development solutions, referring projects to each other as appropriate based on client needs and expertise. Co-sell for large projects if solution needs cross both areas. Represent PWE and LA internally and externally as a senior thought partner in employee listening, leadership, culture, and OD. OD Solution Expansion & Commercialization Expand growth of organizational development and human capital consulting services, including: succession planning, talent strategy and workforce planning, organizational design, and culture and performance transformation Partner closely with Leadership as the primary delivery engine to ensure seamless advisory-to-execution conversion, consistent sales positioning, and scalable, high-quality delivery. Help develop market-ready, integrated offerings that connect insight to measurable business outcomes About You Required Experience & Profile 10+ years of experience in organizational development, leadership consulting, or human capital consulting, including senior‑level client leadership. Proven success as a producer/seller of complex professional services, ideally within human capital, organizational development, or leadership consulting environments. Demonstrated experience selling and leading human capital consulting engagements, such as organizational design, succession planning, leadership frameworks, competency modeling, or workforce strategy. Demonstrated experience leading teams, including performance management and talent development. Strong business acumen with experience owning or contributing to P&L outcomes in a consulting environment. Deep understanding of organizational development models, tools and processes. Ability to operate effectively in a matrixed, enterprise organization, building influence across teams and practices. Track record of translating diagnostic insight into practical, high‑value client solutions. Comfortable balancing hands‑on selling with enterprise leadership responsibilities. Leadership Characteristics Commercially driven leader with strong growth orientation. Connector and integrator across teams and capabilities Builder mentality – able to create structure without over‑engineering. Confident, credible presence with senior clients and internal stakeholders. Integrative thinker who connects strategy, data, people, and execution. High ownership, low ego, and strong follow‑through. Compensation and benefits We offer a competitive and comprehensive compensation package. The base salary range represents the anticipated low end and high end of the range for this position. The actual compensation will be influenced by a wide range of factors including, but not limited to previous experience, education, pay market/geography, complexity or scope, specialized skill set, lines of business/practice area, supply/demand, and scheduled hours. On top of a competitive salary, great teams and exciting career opportunities, we also offer a wide range of benefits. Below are the minimum core benefits you’ll get, depending on your job level these benefits may improve: Medical/dental/vision plans, which start from day one! Life and accident insurance 401(K) and Roth options Tax-advantaged accounts (HSA, FSA) Educational expense reimbursement Paid parental leave Other benefits include: Digital mental health services (Talkspace) Flexible work hours (availability varies by office and job function) Training programs Gallagher Thrive program – elevating your health through challenges, workshops and digital fitness programs for your overall wellbeing Charitable matching gift program And more... **The benefits summary above applies to fulltime positions. If you are not applying for a fulltime position, details about benefits will be provided during the selection process. We value inclusion and diversity Click Here to review our U.S. Eligibility Requirements Inclusion and diversity (I&D) is a core part of our business, and it’s embedded into the fabric of our organization. For more than 95 years, Gallagher has led with a commitment to sustainability and to support the communities where we live and work. Gallagher embraces our employees’ diverse identities, experiences and talents, allowing us to better serve our clients and communities. We see inclusion as a conscious commitment and diversity as a vital strength. By embracing diversity in all its forms, we live out The Gallagher Way to its fullest. Gallagher believes that all persons are entitled to equal employment opportunity and prohibits any form of discrimination by its managers, employees, vendors or customers based on race, color, religion, creed, gender (including pregnancy status), sexual orientation, gender identity (which includes transgender and other gender non-conforming individuals), gender expression, hair expression, marital status, parental status, age, national origin, ancestry, disability, medical condition, genetic information, veteran or military status, citizenship status, or any other characteristic protected (herein referred to as “protected characteristics”) by applicable federal, state, or local laws. Equal employment opportunity will be extended in all aspects of the employer-employee relationship, including, but not limited to, recruitment, hiring, training, promotion, transfer, demotion, compensation, benefits, layoff, and termination. In addition, Gallagher will make reasonable accommodations to known physical or mental limitations of an otherwise qualified person with a disability, unless the accommodation would impose an undue hardship on the operation of our business. The Managing Director, People & Organizational Development is a Producing Leader responsible for driving growth, integration, and expansion of organizational assessment and development solutions across Gallagher’s People and Organizational Development ecosystem. This role serves as a sales ignitor and integrator, focused on converting client demand into scalable, high-value consulting engagements across various teams withing PD&I – People & Workplace Experiences (PWE), Leadership Advisors (LA), and Leadership and Organizational Development, ensuring solutions are connected, sequenced, and expanded across the full client lifecycle. This role spends 80% of time driving towards personal sales targets and 20% coaching and leading a team to achieve their sales targets. This is primarily a market-facing role, accountable for building pipeline, closing business, and accelerating growth of integrated Organizational Development (OD) solutions – while aligning the right teams for delivery. The role will report to the Practice Leader of People Development & Insights with a dotted line reporting relationship to the Business Unit Leader. Success in this role is measured not only by individual production, but by total expansion of integrated OD opportunities across the pipeline and conversion into downstream consulting engagements. Key Accountabilities Sales Leadership & Demand Generation (Primary Focus) Carry an individual annual sales target of $2M, with a ramp period of up to two years to achieve steady‑state production. Serve as a lead seller and solution/proposal developer of integrated OD solutions, including: Employee listening and engagement Leadership and workforce strategy Talent management including succession planning, workforce planning, and performance management programming Organizational design and human capital consulting Culture and change leadership consulting Build and manage a strong personal pipeline with a focus on scalable, repeatable solution pathways partnering with account managers and consultants on follow-on work. Partner with Leadership to support and expand OD‑related sales opportunities, bringing clients and prospects into the integrated LA delivery ecosystem. Develop repeatable, client‑ready solution frameworks that connect insight → action → sustainment. Collaborate with Talent and broader Gallagher producers to strengthen cross‑sell motion and client expansion. Act as a “sales ignitor”, activating opportunities across Gallagher by: Partnering with producers and account teams Identifying entry points through diagnostics and listening Converting insights into actionable consulting engagements People Leadership & Team Development Serve as the formal people leader for both the PWE and Leadership Advisors teams, with responsibility for performance management, coaching and development, and staffing and capacity planning. Ensure a high‑performance culture that values accountability, collaboration, and commercial impact. Act as a coach for consultants on sales planning, sales execution, pipeline development, project scoping, and client relationships Integration & Cross-Solution Development Serve as the primary integrator across PWE, Leadership Advisors, and Leadership capability solution sets partnering with PD&I Practice Leader and BU Leader to further define integration. Integrate across other Talent practices for large scale projects Ensure opportunities are effectively transitioned and expanded across delivery and account management teams, minimizing fragmentation and maximizing client impact Drive a cohesive lifecycle‑based client experience (listen → diagnose → develop → sustain) that improves revenue stickiness and client outcomes. Identify and scale repeatable solution pathways (e.g., engagement survey → leadership strategy → succession planning → leadership development). Work closely with the sales leader of leadership development solutions, referring projects to each other as appropriate based on client needs and expertise. Co-sell for large projects if solution needs cross both areas. Represent PWE and LA internally and externally as a senior thought partner in employee listening, leadership, culture, and OD. OD Solution Expansion & Commercialization Expand growth of organizational development and human capital consulting services, including: succession planning, talent strategy and workforce planning, organizational design, and culture and performance transformation Partner closely with Leadership as the primary delivery engine to ensure seamless advisory-to-execution conversion, consistent sales positioning, and scalable, high-quality delivery. Help develop market-ready, integrated offerings that connect insight to measurable business outcomes Required Experience & Profile 10+ years of experience in organizational development, leadership consulting, or human capital consulting, including senior‑level client leadership. Proven success as a producer/seller of complex professional services, ideally within human capital, organizational development, or leadership consulting environments. Demonstrated experience selling and leading human capital consulting engagements, such as organizational design, succession planning, leadership frameworks, competency modeling, or workforce strategy. Demonstrated experience leading teams, including performance management and talent development. Strong business acumen with experience owning or contributing to P&L outcomes in a consulting environment. Deep understanding of organizational development models, tools and processes. Ability to operate effectively in a matrixed, enterprise organization, building influence across teams and practices. Track record of translating diagnostic insight into practical, high‑value client solutions. Comfortable balancing hands‑on selling with enterprise leadership responsibilities. Leadership Characteristics Commercially driven leader with strong growth orientation. Connector and integrator across teams and capabilities Builder mentality – able to create structure without over‑engineering. Confident, credible presence with senior clients and internal stakeholders. Integrative thinker who connects strategy, data, people, and execution. High ownership, low ego, and strong follow‑through.