Senior Analyst

Compensation
• Goalsetting: Work with asset managers to ensure each  sets clear goals and objectives that are linked to year-end incentives.
• Annual Comp Process: Provide guidance internally and to  on year-end compensation, including oversight of the process to
review/approve year-end compensation across Account.
• Promote/LTIP: Partner 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 Investments: Partner 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 Acquisition: Partner 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 planning: Oversee 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 Investments: Conduct 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. Assessment: Lead 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 Investments: Advise 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