HR Business Partner

Location: London, hybrid

Reports to: Chief People Officer 

Status: Permanent 

Job purpose: The HR Business Partner is a strategic advisor who partners with the Foundation's leaders, managers, and stakeholders to address current and future business needs through effective HR solutions. They execute the people strategy within their business area, co-creating practical solutions that support change and transformation. Using data, insight, and sound judgement, they strengthen organisational effectiveness, engagement, performance, and the employee experience

Principal accountabilities:

Strategic HR leadership, people solutions and change management

• Translate the central function unit’s vision and strategy into HR priorities.
• Provide strategic insight to empower leaders on people management decisions.
• Identify, define, and prioritise key business needs relating to people and HR.
• Provide advice, guidance and coaching support to business leaders and managers.
• Contribute to people transformation projects by efficient execution of the change plan and co-leading the change management process.
• Collaborate with internal stakeholders to measure progress towards business goals through strategic HR initiatives and performance assessments.

Organisational effectiveness, operational excellence and governance

• Act as primary point of contact for on-going and daily business for managers and leaders.
• Guide and consult on organisational design to support efficient resource planning, in collaboration with the HR CoE.
• Identify and execute opportunities to simplify and standardise processes while maintaining a positive experience for managers and employees.
• Implement and use new technologies, digital tools and process improvements to improve the speed, reliability and consistency of HR delivery.
• Work closely with HR Operations and other internal and external partners to ensure smooth end-to-end HR service delivery.
• Act in line with agreed HR processes matrix and SLA.

Data-driven insight, influence and communication

• Contribute to management decisions by providing recommendations based on data and analytics.
• Identify and track relevant HR and people KPIs for the business area, and use them to measure progress and improve HR performance.
• Use data, metrics and evidence to inform decisions, prioritise work and demonstrate the value of HR.
• Translate data, risks and recommendations into simple, clear messages that leaders and non-HR stakeholders can easily understand.

Talent management, development and employee experience

• Lead performance and potential calibration and contribute to talent identification and development.
• Ensure the quality and timely execution of the performance management process, retention of top performers, and effective low performance management.
• Execute succession and career-planning processes.
• Design and run workshops and specific training sessions, as well as provide coaching for leaders and managers.
• Discuss, initiate actions and support managers’ in building “one” culture.

Global collaboration and continuous improvement

• Lead the implementation of global people processes, systems and initiatives
• Initiate and cooperate with Centres of Excellence (CoEs) in designing HR solutions and tools that best meet business needs, ensuring the business perspective and feedback are included.
• Collect feedback from managers and leaders about HR support and contribution.

Compliance and best practices

• Proactively identify and mitigate people risks and employee relations issues, and lead HR-related compliance cases.

Required experience

• Deep and proven strategic HR Business Partner experience, ideally in organisations spread across many jurisdictions.
• Proven experience in making a positive impact in a complex, matrix, and fast-paced environment.
• Experience implementing HR solutions for hybrid and dispersed teams.
• Proven experience in HR roles within accounting, financial operations, legal, regulatory or professional services sectors.
• Proven experience supporting leaders through change, transformation and organisational development.
• Experience using data and people insights to inform decision-making and recommendations.
• A bachelor’s degree in a relevant field or equivalent practical experience.

Preferred experience

• A professional HR certification.
• Experience in environments where SLAs have been implemented.
• Experience working with HR metrics, KPIs and dashboards to assess impact and support business decisions.
• Experience of improving or implementing HR processes, systems or digital tools.

Skills and attributes

• Strategic thinking with a hands-on approach to achieving goals.
• Proven influencing abilities and leadership coaching at all levels.
• Strong decision-making and problem-solving abilities.
• Experience in implementing change with a human-centric approach.
• Excellent, structured verbal and written communication skills.
• The ability to plan, multi-task and effectively manage priorities in a dynamic, fast-paced environment.
• Proven team-building skills.
• The creativity to develop innovative solutions and approach challenges from various perspectives to propose improved ways of working.
• The curiosity and drive for continuous improvement.
• The ability to handle sensitive situations with the utmost confidentiality.
• Strong business acumen and the ability to understand stakeholder priorities and organisational context.
• Comfort working with data, key figures and KPIs and translating them into clear recommendations.
• A positive, solution-focused mindset with the confidence to offer thoughtful and honest views respectfully.
• A collaborative approach and the ability to work across boundaries as part of one global HR team.

Application Closing Date: 24th May 2026

Please note that while we have a closing date for this application, we reserve the right to interview candidates and potentially close the role early should we find a suitable candidate before the closing date.