At a Glance
- Tasks: Shape and drive people strategy for global Commercial Excellence and Marketing teams.
- Company: Join Thomson Reuters, a leader in providing trusted information and insights.
- Benefits: Enjoy a flexible hybrid work model, competitive benefits, and career development opportunities.
- Other info: Embrace a culture of inclusion, flexibility, and social impact initiatives.
- Why this job: Be a key advisor to executives and influence impactful business decisions.
- Qualifications: Extensive HR experience with strong business acumen and data-driven decision-making skills.
The predicted salary is between 80000 - 100000 £ per year.
At Thomson Reuters, our people are our most important asset. As a Director, HR Business Partner supporting our global Commercial Excellence and Marketing organizations, you will serve as a senior advisor to executive leaders, shaping and driving the people strategy in direct alignment with business priorities and enterprise transformation. This role sits at the center of the GTM transformation, supporting a high‐profile, complex, and highly visible function that requires close partnership with senior leaders across regions and functions.
Responsibilities
- Strategic Business Partnership
- Act as a trusted advisor to global Commercial Excellence and Marketing leadership, providing clear, data‐informed perspective on organizational health, performance, and risk.
- Participate actively in leadership forums, influencing strategy and ensuring people considerations are embedded in decisions.
- Lead the development and execution of the people strategy, aligned with business goals and the broader enterprise transformation.
- Partner with leaders to evolve how work gets done, including team structures, decision rights, and cross‐functional alignment across regions.
- Provide pragmatic guidance on risk, governance, and employee‐related matters in a complex global environment.
- Transformation and Capability Build
- Work closely with leaders to strengthen organizational foundations that enable go‐to‐market success: organizational design, stakeholder management, and cross‐functional alignment.
- Help define and build capabilities required for a more integrated, insight‐driven commercial model, including roles, skills, and ways of working.
- Translate strategy into organizational design and talent implications, ensuring alignment with workforce capability.
- AI Enablement and Future of Work
- Embed AI and digital capability considerations into workforce and talent strategy, ensuring teams are positioned to leverage new tools and ways of working.
- Prioritize reskilling and upskilling efforts to keep pace with business and technology change.
- Use data and analytics to deliver forward‐looking insights that inform workforce planning and decision‐making.
- Talent, Skills and Workforce Planning
- Lead workforce planning across global Commercial Excellence and Marketing organizations, balancing current needs with future capability requirements.
- Drive a skills‐based approach to talent decisions, including hiring, development, and internal mobility.
- Build diverse pipelines for critical roles and leadership positions, moving talent across functions and geographies to strengthen effectiveness.
- Provide actionable talent insights to inform investment, prioritization, and risk mitigation.
- Organizational Design and Change
- Lead organizational design efforts tied to transformation, including operating model evolution and changes to team structures.
- Advise on spans, layers, role clarity and simplification.
- Support large‐scale change initiatives, ensuring alignment, clear communication, and strong adoption across global teams.
- Partner with HR to deliver coordinated solutions that support the broader transformation agenda.
- Performance, Engagement and Culture
- Drive execution of core HR processes: performance management, compensation planning, and talent reviews.
- Translate engagement data into focused actions that improve team effectiveness and business outcomes.
- Strengthen culture, ensuring consistency while respecting local nuance.
- Champion inclusive leadership and embed equity in hiring, promotion, and talent decisions.
- Build high‐performing, accountable teams with trust and engagement.
Qualifications
- Extensive experience as an HR Business Partner supporting senior leaders in complex, global organizations.
- Strong track record of influencing executive stakeholders and shaping business‐critical decisions.
- Deep experience in organizational design, transformation, and change leadership.
- Strong business acumen with the ability to connect people strategy to revenue, growth and operational outcomes.
- Experience using data and analytics to inform decisions and drive impact.
- Preferred experience supporting commercial, GTM or marketing organizations at a global scale.
- Experience in technology‐enabled or AI‐driven environments.
- Comfort operating in a fast‐paced environment with shifting priorities and high expectations.
- Strategic and commercial mindset, global, matrixed organization experience, strong judgment and ability to simplify complex issues.
- High degree of resilience, adaptability and ownership in a dynamic setting.
Benefits
- Hybrid Work Model: flexible hybrid working environment (2‐3 days a week in the office depending on the role).
- Flexibility & Work‐Life Balance: supportive policies for personal and professional responsibilities, including up to 8 weeks of work from anywhere per year.
- Career Development and Growth: continuous learning and skills development programs, enabling growth in an AI‐enabled future.
- Industry Competitive Benefits: comprehensive plans including flexible vacation, mental health days, Headspace app, retirement savings, tuition reimbursement, incentive programs and wellbeing resources.
- Culture: recognized reputation for inclusion, belonging, flexibility and work‐life balance.
- Social Impact: paid volunteer days and opportunities to contribute to ESG initiatives.
We are an Equal Employment Opportunity Employer. We provide a drug‐free workplace and make reasonable accommodations for qualified individuals with disabilities and sincerely held religious beliefs in accordance with applicable law. All qualified applicants will be considered for employment without regard to race, color, religion, sex, national origin, disability, or any other protected classification.
Director, HRBP - CE & Marketing in London employer: Refinitiv
Thomson Reuters is an exceptional employer that prioritises its people, offering a flexible hybrid work model and a strong commitment to work-life balance. With a focus on career development through continuous learning and skills enhancement, employees are empowered to thrive in an AI-driven future. The inclusive culture fosters belonging and provides opportunities for social impact, making it a rewarding place to build a meaningful career.
StudySmarter Expert Advice🤫
We think this is how you could land Director, HRBP - CE & Marketing in London
✨Tip Number 1
Network like a pro! Reach out to connections in the industry, especially those at Thomson Reuters. A friendly chat can open doors and give you insider info on the role.
✨Tip Number 2
Prepare for interviews by diving deep into the company culture and values. Show how your experience aligns with their mission and how you can contribute to their people strategy.
✨Tip Number 3
Practice your storytelling skills! Be ready to share specific examples of how you've influenced change and driven results in previous roles. This will help you stand out as a strategic partner.
✨Tip Number 4
Don’t forget to apply through our website! It’s the best way to ensure your application gets noticed and shows your genuine interest in joining the team.
We think you need these skills to ace Director, HRBP - CE & Marketing in London
Some tips for your application 🫡
Tailor Your Application:Make sure to customise your CV and cover letter to reflect the specific skills and experiences that align with the Director, HRBP role. Highlight your experience in strategic business partnership and organisational design, as these are key aspects of the job.
Showcase Your Data Skills:Since this role involves using data and analytics to inform decisions, don’t forget to include examples of how you've used data to drive impact in previous roles. This will show us that you can connect people strategy to business outcomes.
Be Authentic:Let your personality shine through in your application. We want to see who you are beyond your qualifications. Share your passion for HR and how you’ve contributed to building inclusive cultures in past positions.
Apply Through Our Website:For the best chance of success, make sure to apply directly through our website. This ensures your application gets to the right people and shows us you're serious about joining our team at Thomson Reuters.
How to prepare for a job interview at Refinitiv
✨Know Your Business
Before the interview, dive deep into Thomson Reuters' business model and recent developments in the Commercial Excellence and Marketing sectors. Understanding their strategic goals will help you align your experience with their needs and demonstrate that you're not just a candidate, but a potential partner in their success.
✨Showcase Your Data Skills
Since this role involves using data to inform decisions, be prepared to discuss specific examples where you've used data analytics to drive HR strategies or influence executive decisions. Bring along metrics or case studies that highlight your impact on organisational health and performance.
✨Emphasise Transformation Experience
This position is all about transformation and change leadership. Be ready to share your experiences leading organisational design efforts or managing change initiatives. Highlight how you’ve successfully navigated complex environments and what strategies you employed to ensure alignment and adoption across teams.
✨Cultural Fit Matters
Thomson Reuters values inclusion and a strong culture. Prepare to discuss how you've championed inclusive leadership in your previous roles. Share specific actions you've taken to build high-performing teams and foster an environment of trust and engagement, as this will resonate well with their core values.
