Head of Human Resources Business Partners

About Invesco

As one of the world’s leading independent global investment firms, Invesco is dedicated to rethinking possibilities for our clients. By delivering the combined power of our distinctive investment management capabilities, we provide a wide range of investment strategies and vehicles to our clients around the world. If you’re looking for challenging work, intelligent colleagues, and exposure across a global footprint, come explore your potential at Invesco.

What’s in it for you?

• Flexible paid time off
• Hybrid work schedule
• 401(K) matching of 100% up to the first 6% with a discretionary supplemental contribution
• Health & wellbeing benefits
• Parental Leave benefits
• Employee stock purchase plan

Job Description

About the Department

Human Resources plays a critical role in enabling firm‑wide strategic initiatives by cultivating an environment where talented people thrive, with a focus on best‑in‑class employee experience. We attract and develop high‑performing, diverse talent whose skills are aligned with delivering meaningful business outcomes. Through fostering an inclusive and engaging culture, we empower teams to collaborate, innovate, and act like owners for all stakeholders. Our professionals serve as trusted global advisors and partner to deliver strategic solutions to all areas of the business.

About the Role

Reporting directly to the CHRO, the Head of Human Resources Business Partners (HRBPs) will serve as the primary strategic HR leader responsible for aligning HR strategies with business objectives and driving measurable business outcomes for Executive Leadership Team members. This leader will oversee a team of HR Business Partners, ensuring that talent strategies are deeply integrated with business and organizational priorities. The role focuses on translating talent strategies into actionable initiatives that enable execution of key business goals, while fostering a culture of innovation, agility, and high performance.

Responsibilities of the Role

Strategic HR Leadership

• Partner closely with the Executive Leadership Team to translate business strategy into a comprehensive talent strategy that supports organizational growth, operational excellence, and financial success.
• Develop and lead a business‑aligned HRBP function that delivers measurable business impact through talent initiatives, leadership development, and workforce planning.
• Foster strong business partnerships, ensuring HRBPs serve as trusted advisors to senior leaders.

Business Acumen & Financial Alignment

• Build organizational knowledge of industry dynamics, financial performance metrics, and operational priorities, ensuring all HR initiatives align with and support key business outcomes.
• Ensure HRBPs understand and apply financial and operational knowledge in daily decision‑making and strategic planning.

HRBP Team Leadership

• Lead, coach, and develop a team of HR Business Partners, ensuring alignment in strategy and consistent delivery of HR services across all businesses and functions.
• Drive accountability for talent management practices, employee engagement, and compliance activities managed by HR Business Partners.

Talent Strategy & Processes

• Design and execute a comprehensive talent strategy encompassing the full employee lifecycle:
• Talent Acquisition: Collaborate with the Talent Acquisition COE to ensure hiring strategies are aligned with workforce planning needs and deliver top talent.
• Goal Setting & Performance Management: Lead continuous performance management strategies, ensuring clear goal setting, regular feedback, and structured check‑ins.
• Performance Calibration: Architect and facilitate performance calibration sessions to ensure fairness and consistency in evaluations across teams.
• Talent Reviews & Succession Planning: Drive talent reviews and succession planning processes to build robust leadership pipelines and address critical role gaps.
• Manager Upskilling: Implement targeted manager development programs in partnership with Talent COE focused on effectiveness, coaching, and accountability.
• Leadership Development: Partner with Learning & Development COE to deliver leadership development initiatives that align with organizational goals and future skill needs.
• Employee Experience: Maintain a holistic view of the employee experience, ensuring alignment across all touchpoints including engagement, recognition, wellbeing, and career development.

Collaboration with COE Leaders

• Collaborate closely with COE leaders (Talent Acquisition, Learning & Development, Total Rewards, Employee Experience, and HR Operations) to provide feedback on the design process.
• Ensure understanding of roles and responsibilities for implementation and execution of talent processes to ensure seamless execution of enterprise HR strategies.
• Serve as a key connector, ensuring HRBPs effectively implement COE programs and that feedback loops inform future program design.

Data Judgment & Workforce Analytics

• Leverage data and workforce analytics to inform decision‑making, talent strategies, and business discussions.
• Develop data storytelling capabilities within the HRBP team to influence leadership and connect talent strategies to business results.

Strategic Consulting & Change Management

• Lead consultative problem‑solving sessions with business leaders to address organizational challenges and manage risk.
• Drive change management strategies that promote agility, resilience, and successful execution of business transformation initiatives.

Relationship Management & Influence

• Cultivate strong partnerships with cross‑functional leaders (Finance, Legal, Operations) and ensure HRBPs excel at stakeholder management, collaboration, and influence.
• Champion a culture of trust, transparency, and shared accountability across the HR function and business.

Agility & Innovation

• Foster a growth mindset across the HRBP teams, driving continuous improvement and innovation in HR practices.
• Lead the team through periods of organizational change, ensuring adaptability and responsiveness to evolving business needs.

Requirements of the Role

Experience & Leadership

• Proven strategic HR leadership in global, regulated financial or professional services environments.
• Demonstrated ability to translate business strategy into talent and organizational solutions.
• Expertise in succession planning aligned with leadership development to address future needs.
• Experience partnering with senior business leaders to anticipate future talent and organizational needs.
• Strong understanding of compensation structures aligned to business needs and that balance growth, risk, long‑term performance, and employee retention.
• 15–20 years of senior HRBP experience at the executive leadership team level.
• Multi‑region leadership experience with matrixed business structures.

Knowledge & Skills

• Strategic foresight and ability to anticipate future organizational capabilities.
• Executive coaching and leadership development expertise.
• Deep business acumen and fluency in asset management.
• Organizational design and effectiveness, including location strategy and culture transformation.
• Understanding of labor and employment landscapes across US, EMEA, and APAC.
• Understanding of future skills and capabilities related to innovation, AI, workforce analytics.

Transformation Focus

• Simplify operating models and enable hub‑based strategies.
• Deepen leadership bench and succession readiness.
• Enhance visibility of skills and enable internal mobility.
• Build organizational capacity for change and innovation.

Expected Behaviors

• Strategic thinker with a bias for action and measurable outcomes.
• Authentic communicator and trusted advisor to senior leaders.
• Engage in crucial conversations and constructive debate.
• Cultivate a high performing and engaged team, with a focus on raising the bar and continuous improvement.
• Scaler of HR processes with a focus on simplicity and impact.
• Possesses a continuous learner mindset to build a best‑in‑class organization.
• Responsible innovator in AI and digital talent solutions.

Full Time / Part Time & Workplace Model

Workplace Model: Pursuant to Invesco’s Workplace Policy, employees are expected to comply with the firm’s most current workplace model, which as of October 1, 2025, includes spending at least four full days each week working in an Invesco office. This reflects our belief that spending time together in the office helps us build stronger relationships, collaborate more easily, and support each other’s growth and development.

The above information on this description has been designed to indicate the general nature and level of work performed by employees within this role. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities and qualifications required of employees assigned to this job. The job holder may be required to perform other duties as deemed appropriate by their manager from time to time.

Equal Opportunity Employer Statement

Invesco's culture of inclusivity and its commitment to diversity in the workplace are demonstrated through our people practices. We are proud to be an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, creed, color, religion, sex, gender, gender identity, sexual orientation, marital status, national origin, citizenship status, disability, age, or veteran status. Our equal opportunity employment efforts comply with all applicable U.S. state and federal laws governing non‑discrimination in employment.