HR Business Partner – Institutional Europe, Global Corporate Accounts & PPM EurAsia

POSITION OVERVIEW

The HR Business Partner (HRBP) is a senior, people leader responsible for shaping, driving, and delivering the full people performance and capability agenda for Institutional Europe, Global Corporate Accounts, and PPM EurAsia.

The incumbent will be the primary strategic advisor to the business leaders to Institutional Europe, Global Corporate Accounts and PPM EurAsia.—and partnering closely with management teams across these businesses. This role owns the design and execution of the People Strategy required to achieve the region’s commercial ambitions, capability needs, and long‑term business plans.

The HRBP acts as the integrator, orchestrator, and ultimate owner of all people‑related delivery by engaging global COEs and regional HR service delivery teams, ensuring outcomes are executed with quality, urgency, and business impact. This is both a highly strategic and hands‑on role, with direct accountability for delivering results.

KEY RESPONSIBILITIES

1. Strategic People & Capability Leadership

• The job holder is expected to design, lead, and execute a multi‑year People Strategy aligned with commercial growth plans, global HR frameworks, and future business requirements that are fit for purpose.

• There is a specific requirement to build capability roadmaps for commercial excellence, leadership depth, culture evolution, and talent quality over 3–5 years as key focus areas next to any other requirements for any of the identified clients groups.

• The HRBP is the principal strategic HR advisor to these senior executives and their Management Teams.

• The HRBP will need to translate global COE programs into regionally relevant execution plans for their client groups in close collaboration with the local HR service delivery teams.

2. Full Ownership of the People Performance Ecosystem

• Establish clear expectations, goals, and accountability rhythms with the client groups,   local service delivery teams and COE’s.

• Strengthen manager capability in coaching and execution and drive culture and engagement initiatives across the Region.

3. Talent, Leadership & Succession

• Upgrade talent quality and build leadership pipeline.

• Lead talent reviews and succession planning and own execution plans

4. Organisational Effectiveness & Future Capability Building

• Lead organisational design efforts.

• Drive workforce planning.

• Build, buy, or borrow capabilities required to deliver business plans.

5. Business Partnering & HR Operating Model Leadership

• Orchestrate results delivery of global COEs and regional HR service delivery teams.

• Provide strong influence and challenge to leaders where needed.

• Ensure seamless execution of HR processes.

Education, skills & Experience

Bachelor’s Degree required; MBA in business discipline preferred

10+ years of progressive HR experience in organizations recognized for best in class HR

Strong business and commercial acumen is necessary and should include a strong mix results in the following:

• Experience in publicly traded and/or private equity owned environments preferred
• HRBP experience with carve outs, IPO, M&A/Due Diligence preferred
• Experience in other business disciplines is highly encouraged; cross functional roles in Talent Management/OD or experience working in consulting firms is preferred

 KEY COMPETENCIES REQUIRED

• Ability to address issues with a global and customer-centric mindset
• Action-oriented individual with strong levels of perseverance; works toward both individual and team goals. Demonstrates personal initiative and the ability to be involved at various levels and willingness to “roll up sleeves” to drive results and outcomes
• Continuous learner showing a desire to solve complex business problems and provides innovative, value added solutions
• Strong strategic thinking and problem-solving skills. Ability to take vague concepts and translate into a specific course of action. Manages ideas and makes decisions through critical thinking and problem-solving capabilities.
• Superior organization/project management skills. Demonstrated ability to manage multiple assignments/projects, timelines and to identify project interdependencies, resource needs, potential risks/pitfalls and mitigation plans. Recognized as an integrator and solution provider.
• Exceptional verbal and written communication skills. Demonstrated experience in preparing and delivering presentations that convey key concepts and outline recommendations to all levels of management. Ability to explain technical and complex concepts in a simple and concise way to ensure ease of understanding
• Highly collaborative workstyle; with an ability to see the “big picture” and influence others across businesses, functions, geographies and levels
• Makes quality business decisions independently, high degree of confidence and ability to get results.

KEY PERFORMANCE INDICATORS

• Capability growth plans documented and aligned to business priorities.

• Defined people performance outcomes.

• Leadership pipeline strength.

• Culture and engagement metrics.

• Quality of execution across HR processes