Senior HR Business Partner

Role Overview We are seeking a senior level, commercially minded HR Business Partner to serve as a trusted advisor to leaders across our EMEA Fixed Income & Macro business and as a key partner to the Head of People. Anchored in London, this individual will support leaders and teams across EMEA, developing a deep understanding of the business, its talent, and the drivers of performance. The role will translate that understanding into differentiated talent and organizational solutions while helping ensure consistency in our talent philosophy globally and bringing the appropriate regional perspective to decisions as the business continues to expand internationally.
ResponsibilitiesBusiness Partnership & Advisory Provide commercially relevant advice to leaders grounded in the business's objectives, operating model, talent, and drivers of performance
Serve as a senior People advisor to leaders across EMEA, with particular focus on London and other key markets as the business expands
Anticipate business and talent challenges and proactively develop solutions
Provide thoughtful challenge and an independent point of view while building the alignment required to translate decisions into action
Apply strong regional judgment, balancing global consistency with local business, talent, market, and regulatory considerations

Talent, Performance & Organizational Effectiveness Partner with leaders to ensure the business has the right talent, organizational structures, and capabilities to achieve its objectives
Lead workforce planning, organizational design, succession planning, and talent assessment for assigned areas
Maintain a forward-looking view of organizational health and talent risk, including performance, retention, succession, leadership capability, and emerging talent needs
Identify high-potential talent and partner with leaders to accelerate development, increase responsibility, and strengthen succession pipelines
Coach leaders on performance, development, succession, and difficult talent decisions
Contribute to broader development initiatives designed to strengthen the firm's future talent and leadership pipeline

Compensation, Promotions & Talent Decisions Partner closely with business leadership, Compensation, and the Head of People on year-end compensation, promotion, and talent decisions
Bring together performance, market, organizational, and talent data to inform recommendations and improve decision quality
Provide thoughtful advice on complex or sensitive individual talent situations, balancing business objectives, employee considerations, risk, and long-term organizational impact
Bring appropriate EMEA market and regulatory context to global talent and compensation discussions

Data, Insights & Decision Support Use quantitative and qualitative data to identify trends, challenge assumptions, and improve talent and organizational decisions
Translate workforce and talent data into clear insights and recommendations for business leaders rather than simply reporting information
Establish appropriate measures of success for talent initiatives and assess whether investments are producing the intended business outcomes

Ownership & Execution Take end-to-end ownership of key talent and organizational priorities, from identifying the business problem and developing a point of view through implementation and measurement
Drive accountability and follow-through on agreed talent actions across leaders and the People team
Translate enterprise People programs into practical, business and region specific approaches that balance consistency while recognizing varying needs across businesses
Identify opportunities to simplify processes, improve manager effectiveness, and increase the impact of the People function

People Team Leadership & Partnership Serve as a close thought partner to the Head of People on business priorities, organizational needs, talent risks, and the continued evolution of the People operating model
Create connectivity across EMEA and global People teams, ensuring regional insights inform broader decisions and global priorities translate effectively into the region
Coach and develop more junior members of the People team and contribute to a culture of high standards, intellectual honesty, shared ownership, and continuous improvement
Lead selected cross-business or enterprise People initiatives where the individual's capabilities can create broader impact beyond their immediate coverage responsibilities

Qualifications Bachelor's degree required
10+ years of progressive Human Resources experience, with significant experience operating as a senior talent advisor to sophisticated business leaders
Meaningful experience supporting businesses and senior leaders across EMEA; experience working across multiple countries and navigating regional differences strongly preferred
Strong commercial orientation with demonstrated ability to understand a business beyond the HR agenda and translate business priorities into talent and organizational actions
Strong analytical capability and demonstrated ability to use data to generate insights, influence decisions, and measure impact
Experience leading complex initiatives involving multiple stakeholders and moving successfully from problem identification through execution
Excellent written and verbal communication skills with the judgment and executive presence to influence stakeholders at different levels of seniority

Additional Qualifications Intellectually curious with a strong desire to understand how the business works and what differentiates exceptional performance
High judgment and strong situational awareness; knows when to challenge, when to listen, and how to build alignment around difficult decisions
Low ego and highly collaborative, with the confidence to develop and advocate for an independent point of view
Highly accountable and execution-oriented; takes ownership for outcomes and follows through on commitments
Comfortable operating with ambiguity and moving between broad organizational questions and detailed execution
Able to build credibility with demanding stakeholders through preparation, insight, responsiveness, and consistently excellent work