About the PRI

The PRI is the world’s leading proponent of responsible investment. It works to understand the investment implications of environmental, social and governance (ESG) factors and to support its international network of investor signatories in incorporating these factors into their investment and ownership decisions. The PRI acts in the long-term interests of its signatories, of the financial markets and economies in which they operate and ultimately of the environment and society. The PRI is truly independent. It encourages investors to use responsible investment to enhance returns and better manage risks but does not operate for its own profit; it engages with global policymakers but is not associated with any government; it is supported by, but not part of, the United Nations.

Working at the PRI provides an opportunity to engage with highly motivated, culturally diverse professionals on a wide range of cutting-edge issues, such as income inequality through the lens of sustainable finance. The PRI provides scope for development at all levels with opportunities for project leadership and management working alongside some of the most influential signatories and leaders across financial markets and economies.  In combination with a supportive culture that encourages continuous learning and flexible working policies, PRI is a highly engaging place to work on truly transformative issues.

Job Description

The Senior People Partner is responsible for the global delivery of all business partnering in their business area.  This role is critical in ensuring effective Partnering to the people at PRI across the full employee lifecycle, PRI’s Development Framework, employee relations and working with the Head of People Projects in the execution of a programme of HR improvement projects.  The role will support their business units through any initiatives whilst ensuring they are fully embedded in their business units with a leading role in supporting line managers and driving up management capability.

As a growing global organisation the PRI is at an exciting phase of its development, with an ambitious strategy and an equally ambitious workforce ready for the challenges ahead.  The People team are at the heart of this transition and the Senior People Partner will play a key role in enabling the organisation to execute its next strategy.

This is a pivotal role in executing the next 3-year HR Strategy, requiring someone with the ability to build credible relationships with key internal stakeholders from across the organisation. Drive and embed programmes in their business units whist ensuring they are a trusted partner for their business areas.  Whilst the role reports into the Head of People Projects it will have a dotted line to Head of People & Culture to ensure the close link with the People operations team. It requires significant experience of delivery Business Partnering to an organisation, strong organisational skills and excellent problem-solving abilities, excellent written communication and a keen interest in the full range of HR projects. 

Core Responsibilities:

• Support the Head of People & Culture and Head of People Projects in delivering against the HR Strategy, the team’s business plan and budget, designing initiatives which support employee engagement

• Partner with global senior leaders to coach, advise and influence managers in a consistent manner to attain successful HR outcomes.

• Develop strong and trusted partnerships with business leaders and managers

• Working with Head of People Projects to deliver the project initiatives

• Partner with the People Operations team to execute appropriate people solutions, as needed.

• Analysis of people, and other relevant, data to inform day-to-day activities or identify new HR projects

• Coach, mentor, motivate and lead business units when implementing new projects to ensuring they take positive action and accountability for their assigned work.

• Ensure regular communication with all key stakeholders, both within own role and those in the team.

• Work closely with UK and Global managers to ensure their teams are well managed and people issues are identified and addressed early.

• First point of contact for supporting managers with employee relations issues, including change management, grievance, disciplinary, performance and sickness issues, including supporting/coaching Line Managers, conducting appropriate investigations, recording minutes. 

• Keep up to date with legislative changes to feed into and meet the needs of the organisation, meet best practice and legal requirements.

• Managing any relocations advising on tax and visa issues

• Identify sponsorship visa programmes for staff, with assistance from the People Assistant.

• Ensure training and coaching is delivered, including secondments, in line with business needs, delivered by appropriate trainers and in a timely manner, encouraging shared learning wherever possible.

• Work with line managers ensuring appropriateness of training within their teams, recommending training option, coaching on training and development discussions, and delivering tailored management training workshops.

• Take account of the PRI culture in all aspects of the business partner service delivery, with particular attention paid to the PRIs diversity, equity, and inclusion agenda.

• Assist the HR operations team with any process improvements they identify.

• Provide regular reporting to the Chief People Officer, Head of People & Culture and Head of People Projects as required

Core Competencies:

PRI expects roles at a ‘Senior Specialist level’ within the organisation to demonstrate skills across the following core competencies:

Analytical

• Looks for opportunities to add value by sharing specialist knowledge and insights

• Broadens the view to consider all possible options even if they initially seem unlikely solutions

• Can effectively capture and structure ill-defined or vague problems and is comfortable handling uncertainty (in own work and that of team members)

• Considers examples outside of the PRI in offering alternative solutions or guidance

Business Awareness

• Demonstrates an understanding of the business, including its finances, mission and its culture

• Identifies and utilises key relationships (both internal and external) for successful execution of project or piece of work

• Knows when and how to challenge senior managers

• Applies industry knowledge and understanding of external influences, coupled with an appreciation of PRI mission and strategy to inform decisions

Collaborative

• Demonstrates ability to build good working relationships at all levels

• Drives collaboration within projects or work programmes to deliver high quality outputs

• Aligns expectations with senior managers to reach agreement

• Promotes knowledge sharing across the organisation

• Flexes style and approach based on colleagues’ level of understanding and preferences

Communicative

• Independently delivers well-structured, logical outputs that deliver maximum impact with minimum editing

• Presents advice or recommendations within the context of the recipient’s area of focus to gain buy-in

• Improves the knowledge of senior managers by making complex specialist principles easy to understand

• Appreciates the impact of their communication on others, modifying behaviour and communication style to work in different situations

Developmental

• Shares specialist knowledge openly with others, creating opportunities for others to learn, grow and succeed

• Builds an environment within the PRI which values forward thinking, creative solutions and innovation

• Is active in specialist networks as a means of furthering own knowledge and applying at the PRI

• Uses good questioning skills in a way that causes others to think about their approach

Structured

• Prioritises where contributes own time based on the value it would deliver

• Uses project management and oversight of individual work processes to improve organisational performance

• Continuously monitors external developments to incorporate into own work activities

• Translates project objectives into own work plans

Technical Competencies & Experience:

• Extensive HR Business partnering experience, ideally gained within knowledge based businesses

• Experienced HR generalist who has demonstrable experiencing of developing and implementing cross-organisational HR improvements and/or projects

• Experience of utilising data to identify problems and trends and recommend proactive solutions and initiatives

• Experience of Total Reward benchmarking

• Hold current CIPD membership

• A collaborative and consultative approach to working with others and committed to fostering an inclusive environment, taking ownership of Challenges and see them through to resolution

• Understanding of, and interest in, Diversity, Equity, and Inclusion

• Excellent networking, relationship management and interpersonal skills.

• Pragmatic, compassionate whilst proactive and innovative in their and solutions.

• Excellent communication skills including the ability to listen, summarise and provide insight  as well as presentation

• Digital Capability (IT/system skills Microsoft Office, DocuSign, HRIS) and an understanding of the value of digital tools in creating an engaging workplace

• As this is a global role, international travel may be required.

We particularly welcome candidates from under-represented groups, including Black, Asian, and other ethnic minorities, those with visible or non-visible disabilities, LGBTQ+ candidates and those who are neurodivergent.