Senior HR Business Partner

Job Description
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.
This is a high-impact role for someone who combines strong judgment and business acumen with the ability to move fluidly between big-picture thinking and execution. The successful candidate will build credibility through the quality of their insights and work product, bring together different perspectives to drive better decisions, and take ownership for moving important talent and organizational priorities forward.
Opportunities may be available from time to time in any location in which the business is based for suitable candidates. If you are interested in a career with Citadel, please share your details and we will contact you if there is a vacancy available.
Responsibilities
Business 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

About Citadel
Citadel is one of the world's leading alternative investment managers. We manage capital on behalf of many of the world's preeminent private, public and nonprofit institutions. We seek the highest and best use of investor capital in order to deliver market leading results and contribute to broader economic growth. For over 30 years, Citadel has cultivated a culture of learning and collaboration among some of the most talented and accomplished investment professionals, researchers and engineers in the world. Our colleagues are empowered to test their ideas and develop commercial solutions that accelerate their growth and drive real impact.