About the Role The Infrastructure Platform is the team enabling the ambitious growth agenda of the firm and we are looking for a candidate who can help connect strategy to execution. You will own the planning cycles and governance structures that connect firm priorities to how our seven Infrastructure functions operate, build reporting mechanisms that give the leadership team real visibility into outcomes, and bring a clear analytical mind to operating model questions as the business evolves.   The right candidate likely comes from a top tier strategy consulting firm and is eager to drive ownership and build things that matter inside a firm they can grow with. If ambiguity energizes you and you are genuinely curious about how large organizations execute strategy, keep reading! RESPONSIBILITIES Strategy and planning infrastructure Build and maintain the planning architecture that connects the Infrastructure strategic plan to how functions set priorities, make decisions, and track progress. In practice, this means owning the annual and quarterly planning cycle end to end, running the operating cadence for the leadership team, and making sure the right conversations are happening at the right level. When a functional leader submits their annual business plan, you are the person who checks whether their priorities are sequenced correctly, whether their metrics are measuring outcomes rather than activity, and whether their plan actually connects to the platform strategy before it goes to the COO. Operating model design Bring a consistent, systems-level approach to how the Infrastructure Platform operating model needs to evolve as the business changes. We should be regularly asking whether the way we are structured still makes sense, whether work flows the way it should, and where the design itself is creating friction. If two functions are solving the same problem independently, that is a design question. If a governance structure is producing decisions too slowly for the pace of the work, that is also a design question. You will diagnose these things clearly, develop recommendations, and work with the leadership team to implement changes in a sequenced, practical way. Scorecard and reporting Own the design and operation of the Infrastructure strategy scorecard. That includes defining the right metrics, building the mechanisms to collect and track them, and producing reporting that tells a clear story about outcomes. Today the platform has no consistent view of which strategic initiatives are on track, which have stalled, and why. You build that, keep it current, and make sure it surfaces the right issues early enough for leaders to act. That includes tracking progress against strategic outcomes across the platform and producing the exec-level reporting the leadership team needs to make good decisions. Risk, issue, and dependency management Proactively identify and track risks and issues across the platform’s strategic initiatives, and make sure the right people are seeing the right information at the right time. That includes managing dependencies across functions and workstreams, developing recommendations for how to resolve blockers, and giving the leadership team time and options to respond before situations become difficult.   Example Projects: Product model integration - We are implementing a product operating model to help execute our technology priorities. Some functions are further along than others, and the governance and prioritization practices that should sit around a product model are still being built. There are places today where a product owner and a functional leader are both making decisions about the same work with no clear rule for who prevails. You will work with the leadership team and functional leaders to define how the product model interacts with broader prioritization and execution across the platform, and make sure the model is functioning the way it was designed to. AI enablement across the platform - Wellington is investing in AI as a core capability, and the Infrastructure Platform has a meaningful role in making that real. This part of the role is about ensuring AI enablement lands consistently across the seven functions, from tracking where adoption is happening and where it is lagging, to working with functional leaders to identify the use cases with the most practical value and helping connect them to the tools, training, and governance they need to move forward. A practical example: three functions are piloting AI-assisted workflows, two are waiting to see what happens, and one has a different tool entirely. You help the leadership team see that clearly, understand what is driving the variation, and make deliberate choices about where to accelerate and how. The focus is coordination and strategy. Stakeholder communication and governance - Design and maintain the governance model that makes accountability clear and consistent across the platform and build the communication infrastructure that keeps the right people informed at the right level. That means developing communication strategies for major initiatives, facilitating working sessions with cross-functional stakeholder groups, and presenting clearly to senior leaders and exec-level forums. The goal is a platform where accountability is visible, decisions are well-documented, and leaders have what they need to stay ahead of issues. QUALIFICATIONS The successful candidate is likely to have: 6+ years of professional experience, including exposure to consulting-style environments and work within large, complex organizations. Demonstrated ability to structure complex, ambiguous problems and move them toward clear recommendations and action. We want to see examples of things you drove, not just supported. Exposure to governance design, planning cycles, or operating frameworks, even if at a project level in a consulting context. Demonstrated ability to build and maintain strong, trust-based relationships across all levels of the organization recognizing that effective collaboration is critical to the success and impact of analytical work. Able to bring the credibility and presence to engage directly with senior leaders, including articulating a clear perspective, constructively challenging when needed, and building trust quickly in a relationship-driven environment. Able to navigate a collegial, evolving culture and understand how to drive change at the right pace. Experience tracking and communicating program-level risks, issues, and dependencies across cross-functional stakeholder groups, including senior leaders. Analytical comfort with data. The ability to own a scorecard, work with Finance and HR on underlying data, and produce analysis that holds up under scrutiny matters more than modeling depth. Strong written and verbal communication. You will regularly need to turn complex operational situations into clear narratives for senior leaders, facilitate working sessions, and present to exec-level forums. Exposure to product operating models or agile delivery environments is a plus, though not required. Exposure to AI adoption or enablement work in an enterprise context is a plus. We are looking for someone who understands how to help an organization build consistent practice around a new capability. Intellectual curiosity about how large institutions operate. Financial services experience is helpful but the mindset matters more than the industry background. Bachelor’s degree. Not sure you meet 100% of our qualifications?  That’s ok. If you believe that you could excel in this role, we encourage you to apply and welcome a chance to review your background. At Wellington Management, our approach to compensation is designed to help us attract, inspire and retain the best talent in our industry. We strive to pay employees fairly and competitively across all levels and roles. Our approach to compensation considers all aspects of total compensation; all employees are eligible to receive salary, variable compensation, and benefits. The base salary range for this position is: USD 120,000 - 225,000 This range takes into account the wide range of factors that are considered when making compensation decisions, including but not limited to skill sets; role; skills and experience; certifications; and education. This range is an estimate, and further details on salary and total compensation aspects will be shared with candidates during the recruitment process.  Base salary is only one component of Wellington’s total compensation approach. Other rewards may include a discretionary Corporate Bonus and/ or Incentives, if eligible. In addition, we offer a comprehensive and high value benefit package to meet the unique needs of our employees and their families, and we are committed to fostering a flexible work environment that enables employees to thrive personally and professionally.  Examples of our benefits include retirement plan, health and wellbeing, dental, vision, and pharmacy coverage, health savings account, flexible spending accounts and commuter program, employee assistance program, life and disability insurance, adoption assistance, back-up childcare, tuition/CFA reimbursement and paid time off (leave of absence, paid holidays, volunteer, sick and vacation time) We believe that in person interactions inspire and energize our community and are essential to our culture. In support of this commitment, our employees work from our offices 4 days a week with flexibility to work remotely 1 day a week. We believe that this approach ultimately supports our mission to deliver investment excellence to our clients and their beneficiaries over the long term.