Partner – Organisation and Talent — Transaction-Banking Franchise

The mandate

The chair and executive committee are aligned that the immediate priority is client demand for organisation advice tied directly to strategic delivery within a institutionally backed regulated universal or specialist bank. The immediate arena is the transaction-banking franchise during asset-quality pressure. For mandate 089, the successful executive inherits decisions that have been deferred, competing stakeholder expectations and a need to establish facts before committing further capital.

The Partner – Organisation and Talent operating perimeter covers approximately €61,900 million in loan and deposit book, with activity spanning several transaction-banking franchise customer, product and delivery clusters rather than a single asset. The Partner – Organisation and Talent Banking remit carries direct influence over roughly 850 colleagues and third-party capacity.

The group board and the relevant risk and people committees want a Partner – Organisation and Talent who can convert ambiguity into a short list of explicit choices for the transaction-banking franchise. The Partner – Organisation and Talent Banking seat must resolve asset-quality pressure, while preserving the underlying strengths of the transaction-banking franchise. For mandate 089, value will come through sharper allocation, stronger leaders and an operating cadence that exposes variance early.

The Partner – Organisation and Talent’s first year on the transaction-banking franchise is expected to end with trusted counsel, senior-team effectiveness and repeatable intellectual property. In mandate 089, authority covers resources and leadership appointments; material trade-offs go directly to the board sponsor.

Why this seat is open

This is a planned replacement for the Partner – Organisation and Talent — Transaction-Banking Franchise seat. The incumbent continues to lead the transaction-banking franchise through an agreed succession period and will support a structured handover. The board has allowed 4–6 months to assess candidates, complete diligence and protect continuity while asset-quality pressure is addressed. The search is confidential so the transition can be communicated to employees, customers and partners in a controlled sequence.

What you will own

• Set the Partner – Organisation and Talent value-creation thesis for the transaction-banking franchise, translate it into no more than five enterprise priorities and stop work that does not support them.
• Carry stewardship of approximately €61,900 million in loan and deposit book, including allocation, risk acceptance and board forecasts.
• Lead the Partner – Organisation and Talent Banking organisation of about 850 employees and partners, appointing a team with clear decision rights and credible succession for every critical seat.
• Resolve the transaction-banking franchise economics and execution constraints created by asset-quality pressure, with Partner – Organisation and Talent-approved owners, dated milestones and transparent escalation thresholds.
• Establish one Partner – Organisation and Talent operating review across commercial, customer, financial, people, technology and risk outcomes for the transaction-banking franchise; remove reconciliations that obscure accountability.
• Show repeated senior-client origination plus responsibility for developing principals and future partners in mandate 089.
• Build the Partner – Organisation and Talent’s three-year succession and capability plan for the transaction-banking franchise, reducing dependence on individual executives and improving mobility across the wider Banking organisation.

The first 12 months

• Days 1–90: Validate the transaction-banking franchise baseline, meet the 30 stakeholders most consequential to client demand for organisation advice tied directly to strategic delivery, assess the leadership team, stabilise immediate delivery risks and agree a board-owned scorecard with explicit decision gates.
• Months 4–9: Make the principal Partner – Organisation and Talent portfolio and organisation choices for the transaction-banking franchise, install the new operating cadence, fill critical leadership gaps and deliver the first measurable release of cash, capacity or customer value.
• Months 10–12: Demonstrate a repeatable transaction-banking franchise trend against trusted counsel, senior-team effectiveness and repeatable intellectual property, lock the following year’s capital and talent plan, evidence control sustainability and present a credible three-year value case with downside actions.

What the board will measure

• Delivery of the Partner – Organisation and Talent’s agreed first-year transaction-banking franchise value case within a 10% tolerance, with variance explained before rather than after the relevant quarter closes.
• A Partner – Organisation and Talent forecast that remains decision-useful across three consecutive quarters and reconciles the transaction-banking franchise’s operating, cash, customer and people assumptions.
• Closure of the Partner – Organisation and Talent mandate’s highest-priority transaction-banking franchise risk and execution issues by their board-approved dates, with independent evidence that fixes are sustained.
• Retention of at least 90% of critical transaction-banking franchise talent and ready-now successors for at least 70% of the Partner – Organisation and Talent’s direct reports.
• A quantified Partner – Organisation and Talent-owned improvement in the transaction-banking franchise operating constraint behind asset-quality pressure, supported by a clean baseline and named data owner.
• Clear stakeholder confidence in mandate 089: no unresolved high-severity escalation older than 30 days and no material surprise withheld from its agreed governance forum.

The person

You are currently a Partner, Organisation Practice Leader or senior talent adviser in a institutionally backed Banking or adjacent enterprise. In relation to the transaction-banking franchise, your Partner – Organisation and Talent track record includes a transition where the original plan was no longer sufficient; you can explain your choices, evidence and numerical impact. Candidates from financial services, payments, lending, insurance or regulated fintech will be considered where the operating model, customer stakes and governance intensity match this Partner – Organisation and Talent brief.

As a Partner – Organisation and Talent candidate, you bring 22–28 years of progressive Banking or adjacent-sector experience, consistent with the 22-28 experience band. At minimum, you have carried a P&L, book, budget or accountable portfolio of €35,900 million and led an organisation of at least 600 people. Advisory seats require equivalent transaction-banking franchise client-value ownership and multi-disciplinary leadership.

For mandate 089, the board wants two transitions: a difficult transaction-banking franchise portfolio choice and a leadership-system change during asset-quality pressure. As the prospective Partner – Organisation and Talent for this transaction-banking franchise, you must challenge optimistic cases and still create followership. References for mandate 089 must distinguish your contribution from the institution around you.

The Partner – Organisation and Talent must be based in Frankfurt; international relocation is supported, but this Banking role is not designed as a remote appointment.

Non-negotiables

• Current or recent accountability at the level of Partner, Organisation Practice Leader or senior talent adviser, with direct exposure to a board, investment committee or equivalent Banking governance forum.
• Proven Partner – Organisation and Talent ownership of at least €35,900 million and leadership of no fewer than 600 employees in a comparable transaction-banking franchise context.
• One completed Banking or adjacent-sector example of client demand for organisation advice tied directly to strategic delivery with outcomes sustained for at least two reporting periods after the initial intervention.
• Sector credibility from financial services, payments, lending, insurance or regulated fintech; experience that is purely functional and lacks Partner – Organisation and Talent-level transaction-banking franchise consequences will not meet the bar.
• Willingness to meet the Frankfurt location expectation, complete conflicts and background diligence, and protect the confidentiality of mandate 089.

Compensation and terms

The anticipated Partner – Organisation and Talent package is €250,000–330,000 base + annual incentive, calibrated to the final transaction-banking franchise scope and the candidate’s current mix. Any long-term participation for mandate 089 follows standard vesting and performance conditions. The Partner – Organisation and Talent appointment in Frankfurt, centred on the transaction-banking franchise, offers regular exposure to the group board and the relevant risk and people committees. A structured client and conflict transition of up to 6 months can be accommodated for mandate 089.

Confidentiality

The client name, precise footprint and transaction history are outside this brief for mandate 089. They will be shared with qualified candidates under a mutual undertaking, and the composite facts here must not be reverse-engineered or circulated for mandate 089.