Senior Human Resources Business Partner

Gresham is a global financial services technology company specialising in enterprise data automation. We help financial institutions ensure that their operational, regulatory and management data is complete, accurate, timely and fully auditable — particularly within complex environments where data is distributed across multiple systems. Our solutions automate data controls, reconciliations, workflows and exception management, enabling clients to reduce operational risk, strengthen data governance and enhance confidence in reporting across highly regulated environments. Serving both buy-side and sell-side organisations worldwide, Gresham partners with clients to deliver trusted, transparent and resilient data operations. Job Purpose This is the most senior People & Culture role in the Americas and one of the most important hires in the region. The Senior People & Culture Business Partner acts as the single point of authority and accountability for all HR matters across the United States — spanning Dallas, Florida, and New York — and is the face of People & Culture for every leader and employee in the region. Operating as a standalone senior leader, this role carries full ownership of US employment legislation, tax, payroll compliance, and regulatory risk, and is trusted to make judgement calls independently, without day‑to‑day oversight. The role requires a seasoned, commercially fluent HR leader who can operate as a true business partner to the most senior leaders in the Americas, while also rolling up their sleeves on the technical detail of US employment law, multi‑state compliance, and tax. Key Responsibilities Strategic Leadership & Authority Act as the senior‑most People & Culture authority for the Americas, with full accountability for HR strategy, governance, and risk across Dallas, Florida, and New York. Exercise independent judgement and decision‑making authority on complex, sensitive, or high‑risk people matters, escalating to the CPO only where genuinely necessary. Set the People & Culture agenda for the Americas in partnership with the CPO, ensuring regional priorities are reflected in global strategy. Own end‑to‑end HR compliance across the Americas, including federal, state, and local employment legislation across Texas, Florida, New York, and any other state in which the business operates. Maintain deep, current expertise in US employment law (including at‑will employment, wage and hour law, leave entitlements, and multi‑state nuances) and US payroll tax implications affecting compensation, benefits, and mobility. Serve as the definitive point of contact for all HR‑related legal, tax, and regulatory questions in the region, working closely with external counsel and Finance where required. Own and continuously update employee handbooks, workplace policies, and compliance frameworks to reflect the regulatory environment across all Americas locations. Proactively identify and mitigate compliance risk before it materialises, bringing a rigorous, detail‑oriented approach to a high‑stakes regulatory landscape. Business Partnering & Employee Relations Act as the primary, trusted advisor to senior leaders across Dallas, Florida, and New York on all aspects of the employee lifecycle, from hiring through to exit. Provide expert, commercially astute coaching to managers on performance management, employee relations, and organisational change, ensuring every decision is legally robust and aligned to business priorities. Lead and resolve the most complex and sensitive employee relations cases in the region personally, given the seniority and risk profile of this role. Be the calm, credible, and authoritative voice that employees and leaders alike trust on all things HR. Workforce Analytics, Reward & Talent Lead workforce analytics for the Americas, using AI‑driven insights and people data to analyse turnover, hiring effectiveness, performance, DEI, and engagement trends, and present clear, decisive recommendations to the CPO and senior leadership. Partner with Finance on compensation, benefits, and reward processes, ensuring US packages across all three locations are benchmarked, competitive, and aligned to global frameworks. Support workforce planning across the region, including headcount forecasting, role design, and succession planning, with rigour around data accuracy and cost control. Learning, Systems & Regional Operations Design, deliver, and evaluate Learning & Development initiatives tailored to the Americas workforce, including onboarding, sales capability, leadership development, and compliance training. Drive the technical use of HR systems (HRIS, ATS, payroll, benefits platforms) across all Americas locations, embedding AI‑enabled tools for recruitment, performance, and learning. Champion employee engagement and wellbeing initiatives across Dallas, Florida, and New York, ensuring a cohesive Americas culture connected to the broader global organisation. Represent the Americas perspective in global People & Culture projects, ensuring regional realities and regulatory complexity are reflected in global decision‑making. Provide line management and capability development support to regional People & Culture or office‑based staff, as required. Qualifications Substantial, senior‑level experience as an HR Business Partner or HR leader in the US, with demonstrable authority and track record operating at a standalone, strategic level. Deep, current technical expertise in US employment legislation across multiple states (Texas, Florida, New York as a minimum), and a strong working knowledge of US payroll tax and its interaction with compensationand benefits. Bachelor’s degree in Human Resources, Business Administration, or a related field (Master's preferred). Professional HR certification (e.g. SHRM‑CP/SHRM‑SCP, PHR/SPHR) strongly preferred given the seniority and compliance ownership of this role. Proven experience operating as a trusted advisor and deputy to senior executive leadership, comfortable making decisions independently and being held accountable for them. Strong background in workforce analytics, with a track record of using HR data and AI‑powered insights to drive decision‑making at the most senior level. Demonstrable expertise in Learning & Development, reward, and talent management, with the ability to link programmes to measurable business outcomes. Skilled in modern HR technology (e.g. HiBob), with strong capability in embedding AI and automation to improve accuracy and efficiency. Experience working with sales or commercial teams, with the gravitas and confidence to influence senior stakeholders across the business. At Gresham, we are committed to building a diverse and inclusive workforce that reflects the communities we serve. We actively encourage applications from individuals of all backgrounds and are dedicated to providing a workplace where everyone feels valued, respected and supported. We make employment decisions based on merit, skills and potential, and do not discriminate based on any protected characteristic. We are also committed to making reasonable adjustments throughout the recruitment process and employment lifecycle. #J-18808-Ljbffr