HR Business Partner, EMEA in London

The HR Business Partner (HRBP) will be a trusted generalist within the Human Capital Management team, supporting human capital initiatives and activities across Carlyle’s multi-strategy platform as well as partnering with the relevant HRBPs across the business groups. The HRBP will align human capital strategies with business objectives, working closely with client groups to address performance management, employee development, recruiting and internal mobility, retention strategies, succession planning, talent calibration, organisational design, business reorganisations, diversity strategic initiatives, immigration cases, employee relations issues, and data analysis.

The ideal candidate will be an organised, hands‑on HR professional who builds credible relationships with managers and employees across all levels. This role requires sound judgement, strong attention to detail, and the ability to manage competing priorities in a fast‑paced environment. The HRBP will operate with a high degree of ownership, executing day‑to‑day HR activities effectively while supporting more senior HRBPs on complex or sensitive matters.

• Performance and Talent Management
  • Examine organisational design and top talent to identify succession plans within coverage area.
  • Lead the rollout of talent calibration exercise across each business group, ensuring alignment and consistency.
  • Advise on career pathing for high‑potential and top‑performing talent, including stretch assignments, exposure, and levelling of roles within teams.
  • Identify critical training needs and partner with the Talent team to design and implement programmes that align with your business area’s objectives.
  • Partner with managers to develop and monitor performance improvement plans, coaching them and employees through corrective actions effectively.
  • Advise the business on strategies to improve morale and culture by leveraging insights from employee engagement surveys and exit interviews to create impactful business plans.
  • Effectively manage Intern Programs embedded within your coverage area.
  • Collaborate with the business to identify and recommend promotion candidates, overseeing a consistent and fair promotion process.
  • Leverage key metrics and data (attrition stats, promotion rates, exit interviews, recruitment acceptance rates, etc.) necessary to help drive informed business decisions.
• Employee Relations
  • Respond to inquiries regarding policies and procedures, demonstrating knowledge of local employment laws across UK and European locations.
  • When necessary, lead thorough investigations into issues impacting employer/employee relations or regulatory compliance including conducting interviews, analysing data, identifying patterns, discussing concerns with involved parties, and providing legally sound resolution to the business.
  • Proactively manage the firm’s liability by guiding management and employees in resolving work‑related issues fairly, consistently, and equitably, including negotiating resignation and release agreements when necessary.
  • Actively seek opportunities to engage employee population, with the goal of optimizing performance and enhancing overall workplace productivity.
• Compensation & Budget Management
  • Strategically manage the quarterly headcount, compensation, and benefits budgets within your business area, including budgeting, cost‑center and allocation mapping in close coordination with the US Compensation & Budgeting team and Global HRBPs for relevant business groups.
  • Proactively analyse local market conditions, data, practices, and competitiveness of compensation programmes (including equity practices) across investment classes and regions within coverage area.
  • Ensure the workforce is optimally sized, shaped, and cost‑effective, with the agility to meet future business needs.
  • Collaborate closely with fund and department heads or leads to establish clear connections between performance and competitive compensation programmes, including both cash and equity components.
  • Manage year‑end compensation process and provide expert advice and guidance to ensure compensation programmes remain competitive in the marketplace.
  • When needed, identify, lead, and manage annual salary surveys to ensure Carlyle’s pay remains consistent within the region and aligns with our compensation philosophy; make appropriate recommendations to Partner, Head of HR Business Partners.
  • Maintain a thorough understanding of Carlyle’s long‑term incentive programmes to effectively support and advise on compensation within your coverage area.
• Recruitment & Diversity
  • Partner with Talent Acquisition team to manage the recruitment process including verifying that headcount is within budget and providing guidance on compensation ranges.
  • Edit job descriptions from recruiting as necessary to ensure clarity and alignment with business needs.
  • Serve as the lead interviewer representing HR, as needed, to ensure a fair and effective hiring process.
  • Advise recruiter on offer details, ensuring alignment with budget constraints and internal parity.
  • Embrace the importance of diversity by driving the business to attract, identify and retain diverse talent, ensuring comprehensive diversity recruiting strategies for all recruitment efforts.
  • Partner with Diversity & Inclusion team to implement effective retention techniques for diverse populations, including internal mobility, leadership events, career pathing, partnering with executive coaches on development areas, and strategising on exposure/stretch opportunities for top talent.
• Immigration, Maternity/Paternity and Family Friendly Policies, and Other Generalist Work
  • Partner closely with the HR Generalist to effectively manage immigration matters, sponsored migrant cases and relocation packages for international transfers.
  • Serve as the primary point of contact for confidential leave‑of‑absence situations, coordinating with a manager on employee status changes and transition periods.
• Special Projects
  • Collaborate with business leaders to identify strategic actions aimed at enhancing overall engagement and addressing potential issues.
  • Ad hoc projects based on HCM and business priorities.

• 4+ years of experience in an HR Generalist or HRBP capacity.
• Prior financial services, alternative asset management or private equity experience strongly preferred.
• Creative and innovative problem‑solving and conflict‑resolution skills with demonstrated organisational and people‑management skills.
• Proven skills in diplomacy and persuasion, along with the experience, stature and presence to effectively handle senior‑level interpersonal relationships and sensitive HR issues.
• Proficiency in leveraging human capital data to inform and drive data‑driven decision‑making.
• Excellent written and verbal communication skills; ability to effectively communicate with staff, internal/external executives, outside vendors, etc.
• Strong organisational / project‑management skills and detail‑orientation; ability to pivot, adapt and excel in a fast‑paced work environment with multiple priorities.
• Ability to maintain confidentiality when exposed to situations/information of a sensitive nature.
• Advantages include good working knowledge of applicable local employment laws for locations of business‑group coverage.
• Ability to work independently and interpret data/analytics to provide solutions and think beyond the standard.