About the Department:

The HR Business Partner serves as a strategic advisor to leaders across Private Markets, helping drive organizational effectiveness, leadership capability, workforce planning, and talent outcomes that enable business success.

About the role:
This role partners closely with business leaders in a complex, global technology and operations environment, providing guidance on organization design, workforce planning, leadership effectiveness, talent development, employee relations, change management, and risk-informed people decisions. The successful candidate will bring sound business judgment, credibility with senior leaders, and the ability to translate business challenges into practical people solutions. The HRBP role is designed for a broad, global operating environment with emphasis on transformation, workforce planning, organization design, role clarity, location strategy, leadership capability, and partnership across HR Advisors, HR Operations, Employee Relations, Compensation, Talent Acquisition, Talent Management, Learning, Finance, and HR Analytics.

Responsibilities of the Role:

Strategic Business Partnership

• Build trusted advisor relationships with leaders across the Private Markets business.
• Translate business strategy and organizational priorities into talent and workforce plans.
• Provide thoughtful challenge and coaching to leaders on organizational, talent, and leadership matters.
• Leverage data, insights, and business context to diagnose issues and inform decision-making.

Organizational Effectiveness & Change

• Partner with leaders to design and implement organizational changes that support business objectives.
• Lead workforce planning, restructuring, and organizational design initiatives.
• Support leaders through periods of change, helping drive alignment, communication, and adoption.
• Identify organizational risks and opportunities related to structure, capability, succession, and culture.

Talent & Leadership

• Facilitate talent reviews, succession planning, and leadership development discussions.
• Help leaders assess talent, identify capability gaps, and develop plans to strengthen bench strength.
• Coach leaders on performance management, employee development, and team effectiveness.
• Champion a culture of accountability, feedback, and continuous development.

Employee Relations & Risk Management

• Advise leaders on complex employee relations matters, balancing business objectives with risk management and employee experience.
• Interpret and apply HR policies, employment legislation, and best practices.
• Partner with Employee Relations, Legal, and HR Centers of Excellence as needed.
• Ensure thoughtful and consistent execution of people programs and processes.

Requirements of the Role:

• 8+ years of progressive HR Business Partner experience supporting business leaders.
• Experience within asset management, investment management, financial services, or a similarly complex professional services environment required.
• Private Markets experience strongly preferred.
• Demonstrated experience advising senior leaders on organizational design, talent strategy, workforce planning, employee relations, and change management.
• Proven ability to influence and coach leaders through complex business and people challenges.
• Strong analytical skills with the ability to leverage workforce and business data to drive decisions.
• Experience operating successfully in a global, matrixed organization.
• Strong business acumen and ability to connect people strategy to business outcomes.
• Bachelor's degree or equivalent experience required.

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.