Senior HR Business Partner

Job Description
Role Overview
We are seeking a senior level, commercially minded HR Business Partner to serve as a trusted advisor to leaders across our EMEA Fixed Income & Macro business and as a key partner to the Head of People.

Anchored in London, this individual will support leaders and teams across EMEA, developing a deep understanding of the business, its talent, and the drivers of performance. The role will translate that understanding into differentiated talent and organizational solutions while helping ensure consistency in our talent philosophy globally and bringing the appropriate regional perspective to decisions as the business continues to expand internationally.

This is a high-impact role for someone who combines strong judgment and business acumen with the ability to move fluidly between big-picture thinking and execution. The successful candidate will build credibility through the quality of their insights and work product, bring together different perspectives to drive better decisions, and take ownership for moving important talent and organizational priorities forward.

Opportunities may be available from time to time in any location in which the business is based for suitable candidates. If you are interested in a career with Citadel, please share your details and we will contact you if there is a vacancy available.

Responsibilities
Business Partnership & Advisory

Provide commercially relevant advice to leaders grounded in the business's objectives, operating model, talent, and drivers of performance
Serve as a senior People advisor to leaders across EMEA, with particular focus on London and other key markets as the business expands
Anticipate business and talent challenges and proactively develop solutions
Provide thoughtful challenge and an independent point of view while building the alignment required to translate decisions into action
Apply strong regional judgment, balancing global consistency with local business, talent, market, and regulatory considerations

Talent, Performance & Organizational Effectiveness

Partner with leaders to ensure the business has the right talent, organizational structures, and capabilities to achieve its objectives
Lead workforce planning, organizational design, succession planning, and talent assessment for assigned areas
Maintain a forward-looking view of organizational health and talent risk, including performance, retention, succession, leadership capability, and emerging talent needs
Identify high-potential talent and partner with leaders to accelerate development, increase responsibility, and strengthen succession pipelines
Coach leaders on performance, development, succession, and difficult talent decisions
Contribute to broader development initiatives designed to strengthen the firm's future talent and leadership pipeline

Compensation, Promotions & Talent Decisions

Partner closely with business leadership, Compensation, and the Head of People on year-end compensation, promotion, and talent decisions
Bring together performance, market, organizational, and talent data to inform recommendations and improve decision quality
Provide thoughtful advice on complex or sensitive individual talent situations, balancing business objectives, employee considerations, risk, and long-term organizational impact
Bring appropriate EMEA market and regulatory context to global talent and compensation discussions

Data, Insights & Decision Support

Use quantitative and qualitative data to identify trends, challenge assumptions, and improve talent and organizational decisions
Translate workforce and talent data into clear insights and recommendations for business leaders rather than simply reporting information
Establish appropriate measures of success for talent initiatives and assess whether investments are producing the intended business outcomes

Ownership & Execution

Take end-to-end ownership of key talent and organizational priorities, from identifying the business problem and developing a point of view through implementation and measurement
Drive accountability and follow-through on agreed talent actions across leaders and the People team
Translate enterprise People programs into practical, business and region specific approaches that balance consistency while recognizing varying needs across businesses
Identify opportunities to simplify processes, improve manager effectiveness, and increase the impact of the People function

People Team Leadership & Partnership

Serve as a close thought partner to the Head of People on business priorities, organizational needs, talent risks, and the continued evolution of the People operating model
Create connectivity across EMEA and global People teams, ensuring regional insights inform broader decisions and global priorities translate effectively into the region
Coach and develop more junior members of the People team and contribute to a culture of high standards, intellectual honesty, shared owne