HR Business Partner (12 Month FTC)

The TP ICAP Group is a world leading provider of market infrastructure.

Our purpose is to provide clients with access to global financial and commodities markets, improving price discovery, liquidity, and distribution of data, through responsible and innovative solutions.

Through our people and technology, we connect clients to superior liquidity and data solutions.

The Group is home to a stable of premium brands. Collectively, TP ICAP is the largest interdealer broker in the world by revenue, the number one Energy & Commodities broker in the world, the world's leading provider of OTC data, and an award winning all-to-all trading platform.

Founded in London in 1866, the Group operates from more than 60 offices in 27 countries. We are 5,200 people strong. We work as one to achieve our vision of being the world's most trusted, innovative, liquidity and data solutions specialist.

Role Overview

The HR Business Partner (HRBP) operates as a trusted strategic advisor to senior business leaders, translating business objectives into people strategies that drive organisational performance, growth and transformation. The role partners with business leaders to shape workforce plans, organisational design, talent strategies and culture initiatives while ensuring effective management of people-related risk.

Working closely with HR Centres of Excellence (COEs), HR Operations and senior stakeholders, the HRBP is accountable for delivering measurable people outcomes aligned to the organisation's strategic priorities. The role plays a key leadership position in driving change, organisational effectiveness and leadership capability across assigned client groups and regional hub(s), including supporting the delivery of global transformation initiatives.

The HRBP influences decision‑making at a senior level, providing insight and challenge to ensure people considerations are embedded within business planning and execution.

Role Responsibilities

Strategic Business Partnership

• Partner with senior leaders to develop and execute people plans that support the achievement of business objectives.
• Act as a strategic advisor on organisational effectiveness, workforce planning, talent management and leadership capability.
• Translate business strategy into actionable people priorities and ensure delivery of measurable outcomes.
• Provide constructive challenge and coaching to leaders on people‑related decisions, balancing commercial, operational and employee considerations.
• Identify emerging workforce trends, risks and opportunities, recommending proactive interventions.
• Lead the people elements of strategic business initiatives, organisational transformation and change programmes.
• Drive leadership accountability for engagement, performance, culture and inclusion outcomes.
• Build strong and credible relationships with senior stakeholders, acting as a trusted partner and advisor.

Organisation Design and Change

• Support organisational design initiatives that improve effectiveness, efficiency and future capability.
• Partner with business leaders to implement restructuring, transformation and change management programmes.
• Assess and mitigate people‑related risks associated with organisational change.
• Ensure effective stakeholder engagement, communication and employee experience throughout change initiatives.
• Contribute to global transformation programmes, ensuring alignment between business objectives and people strategy.

Talent and Succession

• Develop talent plans that address current and future capability requirements.
• Lead succession planning and talent review activities to strengthen leadership & capability pipelines.
• Identify critical roles and associated talent risks, implementing plans to ensure continuity and future readiness.
• Partner with leaders to accelerate development of high‑potential employees and future leaders.
• Use talent and performance data to inform workforce and development decisions.

Leadership and Culture

• Coach leaders on performance management, leadership effectiveness, employee engagement and team performance.
• Drive initiatives that strengthen culture, inclusion, employee experience and organisational effectiveness.
• Support leaders in embedding company values and behavioural expectations throughout the employee lifecycle.
• Champion leadership accountability for culture, conduct and employee engagement outcomes.

Employee Relations and People Risk

• Provide guidance on complex employee relations matters, ensuring consistency, fairness and compliance.
• Partner with specialist ER and Legal teams to manage high‑risk or complex employee issues.
• Assess people‑related business risks and recommend mitigation strategies.
• Ensure compliance with employment legislation, regulatory requirements and organisational policies.
• Oversee the effective execution of performance improvement, redundancy, settlement agreement and occupational health processes.

Workforce Planning and Resourcing

• Support workforce planning discussions with busi