Head of Systems MakerSource Team

At BBH, Partnership is more than a form of ownership—it’s our approach to business and relationships. We know that supporting your professional and personal goals is the best way to help our clients and advance our business. We take that responsibility seriously. With a 200-year legacy and a shared passion for what’s next, this is the right place to build a fulfilling career.

Role Summary
The Head of Systems MakerSource will own the strategic direction, operating model, governance, and long-term organizational health of the global MakerSource organization. MakerSource is a shared servicing division within Systems, established to provide a unified, agile source of technical talent and expertise while strengthening the long-term Systems talent pipeline. The Head of MakerSource provides senior leadership across “Pods” and “Squads” in a matrix environment and supports the Pod/Squad Leads to enable consistent execution across MakerSource.

This role is accountable for scaling MakerSource as a high-performing talent and delivery model by setting the organizational strategy, defining the leadership structure, shaping workforce and talent plans, establishing governance mechanisms, and ensuring strong partnership with Systems and functional stakeholders.

Key Responsibilities

Set the MakerSource strategy, operating model, and governance framework
Own the long-term vision, organizational model, and governance structure for MakerSource, ensuring the model supports Systems’ business priorities, talent strategy, cost effectiveness, internal mobility, and employee experience. Define the principles for organization shape, Pod and Squad structure, workforce composition, manager span of control, rotation capacity, and post-program pathways. Establish escalation paths, and governance forums so Pod Leads and delivery managers can execute consistently within a clear operating framework.

Build the MakerSource leadership system and culture
Lead through Pod Leads, Squad Leads, and other managers to create clarity across accountabilities, reporting lines, escalation points, and development responsibilities. Build the leadership capacity required to support a growing matrix organization, including manager effectiveness, role clarity, succession planning, and accountability mechanisms. Foster an engaged, inclusive, and high-trust culture while ensuring local oversight and a strong sense of belonging across MakerSource.

Own the early-career talent strategy and readiness model
Define the strategy, standards, and success measures for MakerSource’s early-career talent pipeline, including interns, graduates, and early-career technologists. Partner with recruiting, HR, technology leaders, and Pod and Squad leadership to ensure intake plans, onboarding standards, rotation principles, readiness criteria, and post-program pathways are scalable and aligned to Systems’ long-term workforce needs. Ensure Pod and Squad Leads have the tools and standards needed to execute onboarding, training delivery, coaching, and deployment effectively.

Serve as the senior strategic partner for Systems demand and talent supply
Act as the senior MakerSource partner to Systems leadership, Application Development teams, Administration, HR, recruiting, and other functional stakeholders. Understand future demand, capability needs, talent pipeline requirements, and business priorities, then translate them into workforce plans, governance decisions, and operating model adjustments. Provide senior escalation and decision support where demand exceeds capacity, priorities conflict, or structural changes are required.

Own workforce architecture, capacity strategy, and prioritization governance
Lead the capacity planning, headcount forecasting, prioritization framework, and workforce architecture for MakerSource. Define how demand is assessed, prioritized, and matched to available capacity across Pods and Squads. Establish the principles for recruitment, replacement hiring, role allocation, internal mobility, and growth in Krakow, while contributing to the broader globalization of the MakerSource model.

Set the learning strategy, readiness standards, and employee experience bar
Define the MakerSource learning strategy, skills taxonomy, readiness standards, and development experience across Pods and Squads. Shape the signature learning experience, including Smart Start, training portfolio evolution, skills mapping, readiness expectations, and on-the-job development principles. Use employee feedback, stakeholder input, and outcome measures to ensure MakerSource provides a consistent, high-quality development experience.

Own MakerSource governance, enterprise KPIs, and continuous improvement agenda
Define the KPI framework and governance cadence for MakerSource, measuring effectiveness across talent outcomes, resourcing value, employee experience, readiness, stakeholder confidence, and business impact. Use data, feedback, and operational insights from Pod and Squad Leads to identify systemic issues, prioritize improvements, and evolve the operating model. Ensure MakerSource leadership has a clear mechanism for decision-making, escalation, performance review, and continuous improvement.

Qualifications:

• Significant leadership experience in technology, engineering, delivery, shared services, workforce strategy, or talent-oriented operations. (minimum 5+ Years)

• Proven success leading managers and teams in a matrix organization with multiple stakeholder groups.

• Strong experience in organizational design, workforce planning, resourcing, and talent pipeline development.

• Demonstrated ability to build partnerships across technology leadership, HR, recruiting, and business stakeholders.

• Experience shaping early-career talent programs, rotational programs, or structured development pathways is strongly preferred.

• Strong change-management, communication, and execution skills.

• Ability to translate strategic goals into practical operating models, governance, and measurable outcomes.

• Experience leading through ambiguity and building scalable processes in a growing organization.

• Bachelor’s degree required; advanced degree or equivalent experience preferred.
  

Preferred Experience:

• Experience in a global financial services or enterprise technology environment.

• Familiarity with centralized recruiting models, panel interviewing, onboarding programs, and internal mobility frameworks.

• Experience balancing delivery needs with long-term talent development goals.

• Exposure to metrics-driven organizational improvement and workforce analytics.

What We Offer:

• Hybrid model 3 days per week in the office /2 days for a parent of a child up to 4 years old

• A collaborative environment that enables you to step outside your role to add value wherever you can

• Direct access to clients, information and experts across all business areas around the world

• Opportunities to grow your expertise, take on new challenges, and reinvent yourself—without leaving the firm

• A culture of inclusion that values each employee’s unique perspective

• High-quality benefits program emphasizing good health, financial security, and peace of mind

• Rewarding work with the flexibility to enjoy personal and family experiences at every career stage

• Volunteer opportunities to give back to your community and help transform the lives of others

We value diverse experiences. We value diverse experiences and transferrable skillsets. If your career hasn’t followed a traditional path, includes alternative experiences, or doesn’t meet every qualification or skill listed in the job description, please do go ahead and apply.

About BBH:

Brown Brothers Harriman (BBH) is a premier global financial services firm, known for premium service, specialist expertise, technology solutions and partnership approach to client management. Across Investor Services and Capital Partners, we work with an enviable roster of sophisticated clients who make BBH their first call when they are tackling their hardest challenges. Delivering for our clients and each other energizes us.

We believe that how we do our work is just as important as what we do. We are relentless problem solvers who know our best ideas come from collective debate and development—so we are never possessive about our ideas. Every day we come together as a diverse community of smart and caring people to deliver exceptional service and expert advice—creating success that lasts. No matter where you sit in the organization, everyone is empowered to contribute their ideas. BBHers can pick up the phone and call any colleague, and they are happy to help. Expanding your impact beyond your daily role is part of how we operate as trusted partners to one another.

We believe stability is a competitive advantage, but being stable means having the knowledge, skill, and discipline to evolve, often—pushing the boundaries of innovation. As a private partnership, every investment we make is in the relationships, technologies, products and development we believe are in the long-term interests of our clients and our people. Our long-tenured leaders are experts in their areas and are actively involved in the day-to day business, taking the time to provide guidance and mentoring to build the next generation of BBHers. Because we know, our success begins with yours.

Go to BBH.com to learn more about our rewards and benefits, philanthropy, approach to sustainability or how we support you to thrive personally, physically and financially.