Senior Human Resources Business Partner

About the role 

The HR team helps protect the firm's largest investment: our people. As a Senior HRBP in our global People Operations team, you'll work with business leaders on complex organizational challenges as the business changes and help keep our culture strong along the way. A large part of the role is coaching. You'll be a trusted coach to leaders and managers, helping them lead their teams, handle hard moments and grow their people. The role is both strategic and hands-on. You'll care about the people, and you'll also see how a great workplace drives business results. 

We work in a flat, consensus-driven environment where influence matters more than hierarchy. Our team is innovative, driven, collaborative and trustworthy, and we care about what we do and who we do it with. 

What you'll do 

• Partner on people strategy. Be a thought partner to business leaders. Turn business strategy into decisions on workforce planning, org design, succession and talent. Help managers set their annual priorities and plans.
• Coach leaders and managers. Be a trusted one-to-one coach to senior leaders and people managers. Provide coaching on leadership style, performance and feedback conversations, team dynamics, stakeholder relationships and leading through change. Help leaders see their blind spots and build habits to address them.
• Develop talent. Help managers grow their people through development plans, internal moves and global career opportunities. Identify high-potential talent and support succession planning.
• Build coaching capability across the firm. Support first-time and newly promoted managers through the transition into leadership. Run coaching-based conversations and small-group sessions that grow management capability. Help build a culture where feedback and development happen continuously, not just at review time.
• Lead employee relations. Spot, reduce and resolve employee issues and conflict early, with sound judgment, discretion and fairness. Manage ER cases end to end, including grievances, investigations, performance and disciplinary matters, and sensitive exits, working closely with Legal. Coach managers to handle issues themselves where they can.
• Drive engagement and retention. Work out what's working and what isn't in the employee experience. Design practical fixes that strengthen engagement and keep critical talent, in line with our values.
• Carry the culture. Make sure team and people decisions reflect our core values, and challenge constructively when they don't.
• Deliver core HR cycles. Contribute to global processes including performance review, merit and bonus, global mobility, leave and offboarding. Bring the regional view and improve each cycle.
• Connect regional and global. Represent APAC needs within global People Operations. Share updates, good practice and new ideas, and help shape improvements to HR operations, systems and processes.
• Manage risk and compliance. Work with Legal, Compliance and senior management on local, regional and global changes. Ensure compliance with Hong Kong and wider APAC employment law, and with contract terms such as confidentiality, non-solicitation and non-compete.
• Develop the HR team. Mentor and coach HR colleagues and help raise the bar on how we deliver. 
• Other duties as assigned or needed.

What you'll bring 

• A proven record of coaching senior leaders and managers to change how they behave, not just giving advice. You can give specific examples of leaders you've helped grow.
• Strong coaching skills. You listen actively to what is said and what isn't, you choose questions that open up or focus a conversation, and you can give direct, candid feedback in a way that lands.
• The credibility and presence to challenge senior people constructively and be welcomed back.
• Strong business acumen. You understand how the business works and can turn business problems into people solutions.
• A track record of influencing senior stakeholders and building trust in a global matrix organization, including where you have no formal authority.
• Comfort with ambiguity. You can solve problems where no process or system exists yet, and move quickly across distributed, cross-functional teams.
• Adaptability with AI. You use AI tools in your daily work, adapt quickly as technology changes how HR works, and apply sound judgment on data privacy and confidentiality.
• Calm, fair judgment in complex ER situations, and the ability to balance employee, business and legal risk.
• Sound judgment and complete discretion with sensitive and confidential information.
• Clear written and verbal communication, strong prioritization and close attention to detail.
• Curiosity, empathy, and a strong wish to keep learning and to develop others.
• An interest in building broad, cross-functional experience within People Operations.
• A sense of humor. 

Requirements 

• 10+ years of progressive HR experience, with a large share of it as an HRBP. Financial services, technology or high-growth experience strongly preferred.
• Substantial hands-on employee relations experience, including running workplace investigations, handling grievances, performance and disciplinary cases, and managing sensitive or negotiated exits, ideally including senior employees in Hong Kong and APAC.
• Hands-on experience coaching senior leaders and people managers. A recognized coaching qualification (e.g. ICF-accredited) or formal training in coaching or psychometric tools is a strong plus.
• Broad generalist depth across performance management, compensation, talent management and global mobility.
• Solid working knowledge of Hong Kong employment law and practice, including the Employment Ordinance, MPF and PDPO. Experience across APAC (e.g. Mainland China, Singapore, Australia and India) a plus.
• Experience with HRIS and recruiting systems (e.g. Workday, Greenhouse) and collaboration tools (e.g. Confluence, JIRA).
• Bachelor's or higher degree in HR, Business, Psychology or a related field.
• Fluent English. Mandarin and/or Cantonese a plus. 
• Reliable and predictable availability.