We’re looking for a Strategic HR Business Partner who can operate at the intersection of technology, regulation, and growth—partnering with senior leaders to shape people and organizational strategies that enable innovation while meeting regulatory, risk, and governance expectations.

You’ll act as a trusted advisor to business leaders in our Corporate Functions, driving workforce planning, organizational effectiveness, leadership coaching, and talent development initiatives. This role combines hands-on execution with strategic influence, ideal for an HR leader who thrives in a fast-moving, high-growth environment.
 

What you’ll be doing:

• Act as a strategic thought partner to senior leaders across data and corporate functions, shaping people strategies that enable delivery while meeting regulatory and risk expectations 
• Translate functional strategies into integrated workforce, talent, and organizational plans that support both innovation and control
• Lead organizational design and workforce planning efforts, ensuring teams are structured to deliver critical capabilities, manage key person risk, and support long-term scalability
• Partner with leaders to assess talent and leadership capability, identify succession risks, and drive development plans for critical and regulated roles
• Guide leaders through complex change, including transformations, role evolution, capability shifts, and cultural alignment, ensuring changes are well governed and sustainably embedded
• Use people data, workforce analytics, and insights to diagnose organizational challenges, inform decision-making, and monitor risk, resilience, and effectiveness
• Coach senior leaders on performance management, engagement and effective leadership practices, strengthening accountability and leadership maturity
• Collaborate closely with HR Centres of Excellence (Talent Acquisition, Reward, Learning, People Analytics) to deliver joined-up solutions that balance business needs, employee experience, and compliance
• Ensure consistent and fair application of HR policies and employee relations practices.
• Serve as a role model for strategic HR partnership in a regulated tech environment, contributing to the evolution of HR capability, credibility, and operating effectiveness 

What We’re Looking For

• Demonstrated experience acting as a trusted advisor to senior leaders and executives, influencing talent, organizational, and workforce decisions in complex, highly regulated, or risk-aware environments
• Significant experience as a senior HR Business Partner within a technology-driven organization, ideally supporting data and/or corporate functions in a matrixed operating model
• Deep expertise across core HR disciplines, including organizational design, workforce planning, talent and performance management, succession planning, leadership development, and change management, applied at scale
• Strong business and technology acumen, with the ability to translate functional strategies into clear people, capability, and organizational implications
• Experience partnering with highly specialized analytical and creative teams, with an understanding of how to attract, retain, and develop scarce and critical skills
• A proven track record leading and embedding complex change initiatives, such as operating model evolution, transformation programs, capability shifts, and organizational scaling, while maintaining operational stability
• High confidence using data, insights, and workforce analytics to inform decisions, assess risk, challenge assumptions, and demonstrate the impact of people strategies
• Strong stakeholder management and influencing capability, including the ability to navigate ambiguity, competing priorities, and the tension between innovation, speed, and regulatory requirements
• Experience working effectively across HR Centres of Excellence and People Operations to deliver consistent, compliant, and scalable people solutions
• Sound judgment, high integrity, and comfort handling sensitive, high-risk, and complex employee matters with discretion and professionalism
• A commitment to inclusive leadership, ethical people practices, and building cultures that support accountability, trust, and sustainable performance