Head of Human Resources Business Partners

, and how to manage yourOur people are at the very core of our success.

Ensure you read the information regarding this opportunity thoroughly before making an application.

Invesco employees get more out of life through our comprehensive compensation and benefit offerings including :

• 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
• 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
• 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
• 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.
• 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
• 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.
• 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.

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