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’s three distinct capabilities relate to the core elements of the PRI’s approach to achieving a sustainable financial system.

• Translate RI (Responsible Investment) thought leadership into insights and practical support that is tailored to what signatories need to progress their RI practice

• Convene our vast network to create opportunities for collaborative action

• Harness our global scale to influence policymakers and regulators to effect system change

Job Description

The Senior People Partner will partner Directors and senior leaders to translate organisational strategy and future operating requirements into workforce plans, organisation design choices, leadership action and effective people decisions.

The role provides senior challenge and expert, risk-based advice on organisational change, workforce capability, culture and complex employee relations. It protects manager accountability and ensures Senior People Partner capacity remains focused on strategic, complex and higher-value organisational work.

The role supports allocated directorates and cross-organisational priorities requiring senior workforce, organisational design, change and complex people-risk support. It reports to the Director, People & Culture and has no direct reports anticipated.

Core Responsibilities

• Lead strategic workforce and resource planning for allocated areas, using organisational priorities, financial constraints and workforce data to test demand, identify capability gaps and shape options for senior leaders.

• Advise on organisation, job and role design, including role clarity, spans, layers, capability requirements, decision rights and operating-model implications.

• Lead the People & Culture workstream for any organisational change and consultation activity, including planning, manager guidance, people-risk assessment, implementation readiness and alignment with formal process requirements.

• Provide senior-level advice on complex, sensitive or high-risk employee relations matters, including cases with legal, reputational, organisational change or senior-stakeholder implications.

• Coach and challenge Directors and managers on leadership judgement, performance, development, feedback, engagement, team effectiveness and difficult people decisions.

• Support workforce need, role design and strategic challenge in recruitment planning, while People Operations owns recruitment-process governance, systems and coordination and managers remain accountable for hiring decisions.

• Shape employment policy and management guidance where operational practice, legal risk and organisational culture intersect, ensuring policies are practical, manager-owned and capable of consistent implementation.

• Identify systemic people risks and capability gaps using workforce, engagement, employee relations and performance data, working with the Senior Organisational Development Partner on scalable preventative interventions.

• Develop workforce options, recommendations and implementation considerations for Directors, including trade-offs, dependencies and people-risk implications.

• Act as a senior escalation point where people issues carry material legal, financial, reputational, cultural or organisational-change risk, escalating exceptional risk to the Director, People & Culture with clear analysis of options and consequences.

• Maintain effective working relationships with allocated Executives, Directors and managers, the Director of People & Culture, peer Senior People Partner, Head of People Operations, Senior Organisational Development Partner, People Operations team, legal advisers and employee representatives.

Person Specification

Mandatory Criteria

• Significant senior business partnering experience with Director-level stakeholders in a complex, changing and preferably international environment.

• Proven ability to lead strategic workforce planning, organisation design, organisational change and consultation-related activity.

• Strong judgement in complex, sensitive or high-risk employee relations matters, including where legal, reputational, cultural or organisational-change considerations are material.

• Ability to challenge senior leaders constructively and influence decisions where there are competing priorities, ambiguity or resistance.

• Strong analytical capability, with the ability to use workforce, employee relations, engagement and performance data to identify risk, shape options and drive action.

• Confidence operating at both strategic and practical levels, moving from diagnosis to clear implementation plans without absorbing routine manager, operational or coordination responsibilities.

• Excellent written and verbal communication skills, with the ability to present complex workforce and people-risk matters clearly to senior stakeholders.

• A collaborative, inclusive and consultative approach, with sound judgement, discretion and the confidence to challenge constructively.

Non-Mandatory Criteria

• Experience working in an international or purpose-led organisation.

• Professional HR qualification or equivalent relevant experience.

• Experience using workforce, engagement, performance and employee relations data to design preventative organisational interventions.

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

N.B. We reserve the right to close a vacancy before the closing date in the event of an overwhelming response or a change in business priorities.