Partner Matters Director in Manchester

This senior dual-mandate role combines partner lifecycle management and employee operational lifecycle responsibilities. The role enhances the Partner experience through guidance, support and pastoral care, and ensures interactions with the People & Culture team feel supportive, clear and simple throughout the employee lifecycle.

Partner Matters

• Work across the Partnership to improve the Partner experience.
• Design and oversee a partner wellbeing framework addressing physical, mental and financial health.
• Build trusted relationships across the Partnership so that partners know where to turn for support before a situation becomes a crisis.
• Support partners through significant life events with compassion and confidentiality, ensuring the right people are informed and involved.
• Coordinate pastoral support with Service Line Leaders, the CPO and People Directors so it remains consistent and never falls through gaps.
• Monitor partner wellbeing at a cohort level, identifying patterns or concerns that require proactive response.
• Work closely with occupational health providers, Employee Assistance Programme partners and external specialists to ensure the support provided to partners is best-in-class.

Partner lifecycle management

• Support the experience of partners from onboarding through to retirement or other exits, serving as the key point of contact for queries and support.
• Lead on the partner performance protocol process and manage the annual equity allocation in partnership with the CPO and CFO, providing analysis and modelling to support decision-making.
• Manage all partner exit processes—retirement, performance-related, voluntary departure and mutual agreement—with professionalism and strict confidentiality.
• Support partners through retirement transition, acting as a sounding board and coach for those considering retirement.
• Work with Legal and Finance to calculate and document exit economics: notice periods, garden leave, capital repayment, deferred compensation and leaver provisions.
• Maintain the partner leaver pipeline and provide regular reporting to the CPO and Partner Board on anticipated exits, financial exposure and succession considerations.

Partner governance, compliance and remuneration

• Act as the firm’s expert on the Membership Agreement, ensuring policies and processes are aligned and any proposed changes are identified and escalated appropriately.
• Lead the preparation of the annual partner remuneration cycle, collating performance data, financial results and equity modelling to support the CPO and CFO in determining partner pay outcomes.
• Work closely with Finance and Partner Accounts to maintain the partner remuneration data model, including drawing schedules, unit point allocations, variable pay calculations and deferred compensation tracking.
• Produce clear, accurate and confidential analysis and reports for the CPO and CEO ahead of remuneration committee meetings, Partner Board discussions and individual partner conversations.
• Provide benchmarking analysis to support remuneration decisions, drawing on internal data and external market intelligence.

People systems, data, process & shared services

• Overall responsibility for the People Services function, ensuring delivery of accurate, timely and professional support across all HR transactions.
• Lead, develop and inspire the People & Partner Services teams, setting clear expectations and creating a high-performing, detail-oriented function.
• Design and continually improve people processes and workflows in partnership with the People Experience Director and People Operations team to achieve efficiency, automation where possible and enhance the overall experience.
• Collaborate with the payroll team to ensure accurate and timely processing of partner drawings and employee payroll.
• Build and maintain a suite of people data dashboards and reports—headcount, attrition, diversity, performance, pay and partner demographics—for senior leadership.
• Act as a senior escalation point for complex operational issues and ensure the team has the tools and support to deliver excellent service.

Minimum criteria

• Significant experience in a senior HR role within a professional services, accounting, legal or financial services environment.
• Demonstrable experience managing partner or senior leadership lifecycle processes—admissions, exits, remuneration and governance—in an LLP or partnership structure.
• Strong working knowledge of LLP governance, Members Agreement mechanics and partner exit economics.
• Proven track record of leading HR operations or shared services functions, including HRIS ownership and process improvement.
• High degree of discretion and confidentiality; able to handle sensitive information.
• Excellent analytical skills—comfortable with people data, financial modelling and producing clear reports for senior audiences.
• Ability to manage competing priorities across two complex workstreams simultaneously, without compromising quality on either.

What We Offer

• A unique and senior role with influence across two critical People & Culture workstreams.
• Direct access to and partnership with the CPO, Service Line Leaders and Senior Partner.
• A collaborative People & Culture leadership team with senior sponsorship.
• Access to AI tools that support smarter and faster working.
• Tailored development programmes and access to coaching.
• Flexible bank holidays to celebrate the days that matter to you.
• Benefits, including pension, life assurance, private medical, additional holiday purchasing and health benefits.
• Other benefits such as shopping discounts, gym memberships and financial advice.

How We Work

We practice a trust-based way of working, driven by responsible people who have the best interests of our firm and clients at heart. Flexibility is built into where, how and when work is delivered, supporting a balance between work and life. We encourage flexible working options for all roles.