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 &amp; 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 OverviewThe 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 ResponsibilitiesStrategic Business Partnership<ul><li>Partner with senior leaders to develop and execute people plans that support the achievement of business objectives.</li><li>Act as a strategic advisor on organisational effectiveness, workforce planning, talent management and leadership capability.</li><li>Translate business strategy into actionable people priorities and ensure delivery of measurable outcomes.</li><li>Provide constructive challenge and coaching to leaders on people-related decisions, balancing commercial, operational and employee considerations.</li><li>Identify emerging workforce trends, risks and opportunities, recommending proactive interventions.</li><li>Lead the people elements of strategic business initiatives, organisational transformation and change programmes.</li><li>Drive leadership accountability for engagement, performance, culture and inclusion outcomes.</li><li>Build strong and credible relationships with senior stakeholders, acting as a trusted partner and advisor.</li></ul> Organisation Design and Change<ul><li>Support organisational design initiatives that improve effectiveness, efficiency and future capability.</li><li>Partner with business leaders to implement restructuring, transformation and change management programmes.</li><li>Assess and mitigate people-related risks associated with organisational change.</li><li>Ensure effective stakeholder engagement, communication and employee experience throughout change initiatives.</li><li>Contribute to global transformation programmes, ensuring alignment between business objectives and people strategy.</li></ul> Talent and Succession<ul><li>Develop talent plans that address current and future capability requirements.</li><li>Lead succession planning and talent review activities to strengthen leadership &amp; capability pipelines.</li><li>Identify critical roles and associated talent risks, implementing plans to ensure continuity and future readiness.</li><li>Partner with leaders to accelerate development of high-potential employees and future leaders.</li><li>Use talent and performance data to inform workforce and development decisions.</li></ul> Leadership and Culture<ul><li>Coach leaders on performance management, leadership effectiveness, employee engagement and team performance.</li><li>Drive initiatives that strengthen culture, inclusion, employee experience and organisational effectiveness.</li><li>Support leaders in embedding company values and behavioural expectations throughout the employee lifecycle.</li><li>Champion leadership accountability for culture, conduct and employee engagement outcomes.</li><li></ul>Employee Relations and People Risk<ul><li>Provide guidance on complex employee relations matters, ensuring consistency, fairness and compliance.</li><li>Partner with specialist ER and Legal teams to manage high-risk or complex employee issues.</li><li>Assess people-related business risks and recommend mitigation strategies.</li><li>Ensure compliance with employment legislation, regulatory requirements and organisational policies.</li><li>Oversee the effective execution of performance improvement, redundancy, settlement agreement and occupational health processes.</li></ul> Workforce Planning and Resourcing<ul><li>Support workforce planning discussions with business leaders, ensuring resource strategies align with business priorities.</li><li>Challenge and influence hiring decisions based on strategic workforce requirements, budget considerations and future capability needs.</li><li>Partner with Talent Acquisition to develop innovative sourcing strategies and strengthen diverse talent pipelines.</li><li>Promote and support Early Careers, apprenticeship and internal mobility initiatives.</li></ul> Data, Insight and Decision Support<ul><li>Leverage people data and analytics to provide insight, identify trends and support evidence-based decision-making.</li><li>Present workforce insights and recommendations to senior leadership teams and governance committees.</li><li>Monitor key people metrics and hold leaders accountable for improvement actions.</li><li>Use workforce data to identify organisational risks, productivity opportunities and future workforce requirements.</li></ul> Reward and Performance<ul><li>Partner with Reward to ensure compensation decisions support business strategy, talent retention and market competitiveness.</li><li>Provide commercial insight on reward-related matters and workforce investment decisions.</li><li>Drive consistency and effectiveness of performance management practices across client groups.</li></ul> Leadership and Collaboration<ul><li>Develop and maintain strong partnerships across the wider HR function to ensure seamless delivery of people solutions.</li><li>Share knowledge, coach colleagues and contribute to the development of HR capability across the function.</li><li>May provide leadership, coaching and performance management to HR team members.</li><li>Represent HR at senior leadership forums, governance committees and strategic business meetings.</li></ul> Experience and CompetenciesEssential<ul><li>Experience operating as a strategic HR Business Partner supporting senior leaders in complex organisations.</li><li>Demonstrated experience influencing senior stakeholder decision-making.</li><li>Experience leading organisational change, transformation and organisational design initiatives.</li><li>Strong commercial acumen with the ability to align people strategies to business objectives.</li><li>Experience developing workforce plans, succession strategies and talent management frameworks.</li><li>Strong analytical capability with experience using workforce data to influence business outcomes.</li><li>Deep understanding of employee relations, employment legislation and people risk management.</li><li>Ability to coach, challenge and influence leaders at all levels while maintaining trusted relationships.</li><li>Strong stakeholder management and relationship-building skills.</li><li>Experience operating successfully in a fast-paced, highly regulated and evolving environment.</li><li>CIPD Level 7 or equivalent professional experience.</li></ul>  Job Band &amp; Level<ul><li>Manager / 6</li></ul> #LI-Hybrid #LI-ASO #NIJobsNot The Perfect Fit?Concerned that you may not meet the criteria precisely? At TP ICAP, we wholeheartedly believe in fostering inclusivity and cultivating a work environment where everyone can flourish, regardless of your personal or professional background. If you are enthusiastic about this role but find that your experience doesn't align perfectly with every aspect of the job description, we strongly encourage you to apply. You may be the ideal candidate for this position or another opportunity within our organisation. Our dedicated Talent Acquisition team is here to assist you in recognising how your unique skills and abilities can be a valuable contribution. Don't hesitate to take the leap and explore the possibilities. Your potential is what truly matters to us.Company StatementWe know that the best innovation happens when diverse people with different perspectives and skills work together in an inclusive atmosphere. That's why we're building a culture where everyone plays a part in making people feel welcome, ready and willing to contribute. TP ICAP Accord - our Employee Network - is a central to this. As well as representing specific groups, TP ICAP Accord helps increase awareness, collaboration, shares best practice, and holds our firm to account for driving continuous cultural improvement. LocationUK - City Quays 3 - Belfast

We are the world&rsquo;s largest inter-dealer broker, the world&rsquo;s largest energy &amp; commodities broker, and the world&rsquo;s leading provider of over-the-counter (OTC) pricing data.
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.
We operate in 28 countries and employ 5,200 people, including 2,600 brokers. Our clients include top tier investment banks and financial institutions.
Through our people and technology, we connect clients to superior liquidity and data solutions across every major asset class, including Rates, FX, Credit Equities, Energy, Renewables and Digital Assets.
We are home to a line up of premium brands. Each has a distinct, client-focused offering, underpinned by the financial security, operational strength and robust governance of the TP ICAP Group.

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 &amp; 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 OverviewThe 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 ResponsibilitiesStrategic Business Partnership<ul><li>Partner with senior leaders to develop and execute people plans that support the achievement of business objectives.</li><li>Act as a strategic advisor on organisational effectiveness, workforce planning, talent management and leadership capability.</li><li>Translate business strategy into actionable people priorities and ensure delivery of measurable outcomes.</li><li>Provide constructive challenge and coaching to leaders on people-related decisions, balancing commercial, operational and employee considerations.</li><li>Identify emerging workforce trends, risks and opportunities, recommending proactive interventions.</li><li>Lead the people elements of strategic business initiatives, organisational transformation and change programmes.</li><li>Drive leadership accountability for engagement, performance, culture and inclusion outcomes.</li><li>Build strong and credible relationships with senior stakeholders, acting as a trusted partner and advisor.</li></ul> Organisation Design and Change<ul><li>Support organisational design initiatives that improve effectiveness, efficiency and future capability.</li><li>Partner with business leaders to implement restructuring, transformation and change management programmes.</li><li>Assess and mitigate people-related risks associated with organisational change.</li><li>Ensure effective stakeholder engagement, communication and employee experience throughout change initiatives.</li><li>Contribute to global transformation programmes, ensuring alignment between business objectives and people strategy.</li></ul> Talent and Succession<ul><li>Develop talent plans that address current and future capability requirements.</li><li>Lead succession planning and talent review activities to strengthen leadership &amp; capability pipelines.</li><li>Identify critical roles and associated talent risks, implementing plans to ensure continuity and future readiness.</li><li>Partner with leaders to accelerate development of high-potential employees and future leaders.</li><li>Use talent and performance data to inform workforce and development decisions.</li></ul> Leadership and Culture<ul><li>Coach leaders on performance management, leadership effectiveness, employee engagement and team performance.</li><li>Drive initiatives that strengthen culture, inclusion, employee experience and organisational effectiveness.</li><li>Support leaders in embedding company values and behavioural expectations throughout the employee lifecycle.</li><li>Champion leadership accountability for culture, conduct and employee engagement outcomes.</li><li></li></ul>Employee Relations and People Risk<ul><li>Provide guidance on complex employee relations matters, ensuring consistency, fairness and compliance.</li><li>Partner with specialist ER and Legal teams to manage high-risk or complex employee issues.</li><li>Assess people-related business risks and recommend mitigation strategies.</li><li>Ensure compliance with employment legislation, regulatory requirements and organisational policies.</li><li>Oversee the effective execution of performance improvement, redundancy, settlement agreement and occupational health processes.</li></ul> Workforce Planning and Resourcing<ul><li>Support workforce planning discussions with business leaders, ensuring resource strategies align with business priorities.</li><li>Challenge and influence hiring decisions based on strategic workforce requirements, budget considerations and future capability needs.</li><li>Partner with Talent Acquisition to develop innovative sourcing strategies and strengthen diverse talent pipelines.</li><li>Promote and support Early Careers, apprenticeship and internal mobility initiatives.</li></ul> Data, Insight and Decision Support<ul><li>Leverage people data and analytics to provide insight, identify trends and support evidence-based decision-making.</li><li>Present workforce insights and recommendations to senior leadership teams and governance committees.</li><li>Monitor key people metrics and hold leaders accountable for improvement actions.</li><li>Use workforce data to identify organisational risks, productivity opportunities and future workforce requirements.</li></ul> Reward and Performance<ul><li>Partner with Reward to ensure compensation decisions support business strategy, talent retention and market competitiveness.</li><li>Provide commercial insight on reward-related matters and workforce investment decisions.</li><li>Drive consistency and effectiveness of performance management practices across client groups.</li></ul> Leadership and Collaboration<ul><li>Develop and maintain strong partnerships across the wider HR function to ensure seamless delivery of people solutions.</li><li>Share knowledge, coach colleagues and contribute to the development of HR capability across the function.</li><li>May provide leadership, coaching and performance management to HR team members.</li><li>Represent HR at senior leadership forums, governance committees and strategic business meetings.</li></ul> Experience and CompetenciesEssential<ul><li>Experience operating as a strategic HR Business Partner supporting senior leaders in complex organisations.</li><li>Demonstrated experience influencing senior stakeholder decision-making.</li><li>Experience leading organisational change, transformation and organisational design initiatives.</li><li>Strong commercial acumen with the ability to align people strategies to business objectives.</li><li>Experience developing workforce plans, succession strategies and talent management frameworks.</li><li>Strong analytical capability with experience using workforce data to influence business outcomes.</li><li>Deep understanding of employee relations, employment legislation and people risk management.</li><li>Ability to coach, challenge and influence leaders at all levels while maintaining trusted relationships.</li><li>Strong stakeholder management and relationship-building skills.</li><li>Experience operating successfully in a fast-paced, highly regulated and evolving environment.</li><li>CIPD Level 7 or equivalent professional experience.</li></ul>  Job Band &amp; Level<ul><li>Manager / 6</li></ul> #LI-Hybrid #LI-ASO #NIJobsNot The Perfect Fit?Concerned that you may not meet the criteria precisely? At TP ICAP, we wholeheartedly believe in fostering inclusivity and cultivating a work environment where everyone can flourish, regardless of your personal or professional background. If you are enthusiastic about this role but find that your experience doesn't align perfectly with every aspect of the job description, we strongly encourage you to apply. You may be the ideal candidate for this position or another opportunity within our organisation. Our dedicated Talent Acquisition team is here to assist you in recognising how your unique skills and abilities can be a valuable contribution. Don't hesitate to take the leap and explore the possibilities. Your potential is what truly matters to us.Company StatementWe know that the best innovation happens when diverse people with different perspectives and skills work together in an inclusive atmosphere. That's why we're building a culture where everyone plays a part in making people feel welcome, ready and willing to contribute. TP ICAP Accord - our Employee Network - is a central to this. As well as representing specific groups, TP ICAP Accord helps increase awareness, collaboration, shares best practice, and holds our firm to account for driving continuous cultural improvement. LocationUK - City Quays 3 - Belfast

HR Business Partner (12 Month FTC)

About the Job

About the Company

ICAP Energy AS

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