Global HR Business Partner

Management Level

About EQ Shareholder Services

EQ Shareholder Services provides comprehensive solutions to support organizations throughout their corporate lifecycle, including managing shareholder engagement, maintaining stock registers, facilitating ownership transfers, enabling shareholder meetings, paying dividends, supporting IPOs, and administering employee equity plans. We are dedicated to revolutionizing shareholder services by developing digital solutions that facilitate dematerialization for issuers and shareholders. Our mission is to digitize the way shareholders hold their shares, engage with their investments, and interact with us.

We pride ourselves on being at the forefront of innovation, providing a digital-first experience that sets us apart. Our recent acquisition of Notified has expanded our capabilities in investor relations and communications, making us the only global technology partner dedicated to serving both public relations and investor relations solutions.

Our commitment to acting quickly on our clients' needs, strengthens and demonstrates our #ClientObsessedApproach, ensuring we deliver exceptional service and support.

Role Summary

The role of Global Human Resources Business Partner, reporting to the Chief People Officer, is designed to support two functions; the U.S. Shareholder Services business and Equiniti’s Operations division.   The U.S. business is composed of client facing business leaders who deliver strategic advisory to support public and private companies through IPOs, restructurings, and shareholder engagement. The global Operations team oversees client services, call centers and operations across the US, UK, and India. This division is undergoing transformation to drive revenue growth and embody the company's "client-obsessed" value by focusing on efficient processing and operational excellence to support client service teams. The goal is to build trusted, long-term customer relationships through personalized service.

The role serves as a trusted advisor and change agent to the CEO of the U.S. business and the global Chief Operating Officer. It involves close collaboration with global business leaders to design and implement people strategies aimed at driving organizational performance and growth. Key areas of focus include workforce planning, talent management, leadership development, and cultural transformation across the two functions.

Core Duties\Responsibilities

• Strategic People Leadership: Collaborate with global business leaders to develop and implement People strategies that support business objectives.
• People Transformation and Operational excellence: Drive initiatives to improve employee engagement and optimize organizational effectiveness.
• Culture and Engagement: Partner with senior leaders to establish and maintain a culture of high performance and engagement.
• Change Management: Lead change initiatives, including adoption of new processes and systems, acting as a catalyst for transformation.
• Entrepreneurial Leadership: Encourage innovation and adaptability. Identify and implement initiatives that support business growth, enhance operational efficiency, and drive competitive advantage.
• Talent Management and Succession Planning: Implement robust talent management and succession planning strategies to ensure leadership continuity and the development of high-potential employees.
• Data Driven People Analytics: Leverage data-driven insights to influence business decisions via enhanced reporting, People analytics, and dashboards.
• Global Collaboration: Work with international teams, especially in value driven locations, optimizing shared services and ensuring People operations meet global business needs. Collaborate with finance, legal, communications, and risk partners.
• Employee relations: Acts on senior/complex and/or high-risk cases.
• Compensation and benefits: Advises leaders on compensation strategy for reward and retention.

Skills, Capabilities, and Attributes

• Experience as an HR leader, ideally supporting Commercial and/or Operations functions
• Exposure to organizational development and design and facilitation of change initiatives at a strategic and tactical level
• Expertise in identifying, designing and delivering People strategies which drive organization growth.
• Experience with workforce planning and cultural shaping.
• Analytical mindset with the ability to leverage People data and metrics.
• Technical competence in HCM systems with Workday being advantageous.
• Intellectually curious; a high EQ, culturally aligned with sound business judgement, vision and ambition.