Partner Matters Director

Director of Partner Matters and People Services 
 

This is a senior dual-mandate role, combining two distinct but connected responsibilities: the management of all matters relating to the Partner lifecycle, and the management of employee operational lifecycle activities. 
 

Partner Matters – working across the Partnership, this role will enhance the Partner experience through provision of guidance, support and pastoral care. 

People Services - working closely with the People Experience Director, this role will ensure interactions with the People & Culture team feel supportive, clear and simple throughout the employee lifecycle.   

This is an exciting opportunity to join, and a shape, a firm which is genuinely investing in its people infrastructure. As part of the People & Culture leadership team and working closely with the CPO, Senior Partner and Service Line Leaders this role will put you at the forefront of decisions related to both the Partner and employee experience.  

A look into the role 

Partner lifecycle, governance and exit economics 

Pastoral care, health and wellbeing  
You will act as the firm’s lead on Partner health and wellbeing, championing a culture where Partners feel safe to raise wellbeing concerns. To support this, you will:  

• Design and oversee a partner wellbeing framework that addresses physical, mental and financial health - recognising the unique pressures and responsibilities of partnership. 

• Build trusted relationships across the Partnership so that partners know where to turn for support before a situation becomes a crisis 

• Support partners through significant life events, ensuring the firm responds with compassion and practical help, maintaining confidentiality whilst ensuring the right people are informed and involved Work alongside Service Line Leaders, the CPO and People Directors to ensure pastoral support is coordinated, consistent and never falls through the gaps  

• Monitor partner wellbeing at a cohort level, identifying patterns or concerns that require a proactive response from the firm. 

• Work closely with occupational health providers, Employee Assistance Programme partners and external specialists to ensure the support available to partners is best in class. 

Partner lifecycle management 
Supporting the experience of our partners from their onboarding, throughout their career and as they transition into retirement or leaving the Partnership you will: 

• Work closely with the Partner Experience Team, supporting the onboarding and integration of new partners, establishing yourself as a key point of contact for queries and support.  

• Lead on the partner performance protocol process, and manage the annual equity allocation process in partnership with the CPO and CFO, providing analysis and modelling to support decision-making. 

• Manage all partner exit processes – retirement, performance-related, voluntary departure and mutual agreement – with professionalism and strict confidentiality. 

• Support Partners through the retirement transition and be a sounding board and coach to Partners who want to discuss their transition towards retirement.  

• Work with Legal and Finance to calculate and document exit economics: notice periods, garden leave, capital repayment, deferred compensation and good/bad leaver provisions. 

• Maintain the partner leaver pipeline and provide regular reporting to the CPO and Partner Board on anticipated exits, financial exposure and succession considerations. 

Partner, governance, compliance and remuneration  

• Act as the firm’s expert on the Membership Agreement, ensuring policies and processes are aligned and any proposed changes are identified and escalated appropriately. 

• Lead the preparation of the annual partner remuneration cycle – collating performance data, financial results and equity modelling to support the CPO and CFO in determining partner pay outcomes. 

• Working closely with the Finance and Partner Accounts team to maintain the firm’s partner remuneration data model, including drawings schedules, unit point allocations, variable pay calculations and deferred compensation tracking. 

• Produce clear, accurate and confidential analysis and reports for the CPO and CEO ahead of remuneration committee meetings, Partner Board discussions and individual partner conversations. 

• Provide benchmarking analysis to support remuneration decisions – drawing on internal data and external market intelligence to ensure the firm’s partner pay remains competitive and equitable, supported by our Reward team.  

People systems, data, process & shared services 

Working with our HR Operations Senior Manager, and People Experience Director, you will oversee the HR Operations across the firm to support and enhance the experience of employees throughout their career at the firm. 

You will: 

• Have overall responsibility for the People Services function, ensuring the team delivers accurate, timely and professional support across all HR transactions – contracts, starters, leavers, changes and general queries. 

• Lead, develop and inspire the People & Partner Services teams, setting clear expectations and creating a high-performing, detail-oriented function. 

• Design and continuously improve people processes and workflows, working in close partnership with the People Experience Director and People Operations team to ensure they are efficient, automated where possible, and enhance the quality and overall people and partner experience. 

• The Finance team owns the payroll function however the People Services team needs to work closely with the payroll team to ensure accuracy and governance, ensuring partner drawings and employee payroll are processed correctly and on time. 

• Working with the data team, you will build and maintain a suite of people data dashboards and reports – headcount, attrition, diversity, performance, pay and partner demographics – for the CPO, Partner Board and senior leadership. 

• Act as a senior escalation point for complex operational issues and ensure the team has the support, capability and tools to deliver excellent service. 

Knowing you’re right for us  

We’ve set ambitious growth targets for the firm, and we need the right people to help us achieve these. We’re looking for people who will bring ambition and drive to their role. In changing markets, we need to be able to work at pace and be adaptable to change and to be curious, asking questions of ourselves, each other and our clients to ensure we are delivering the services and quality we expect.  

Joining us as a Director of Partner Matters & HR Operations, the minimum criteria you’ll need is: 

• Significant experience in a senior HR role within a professional services, accountancy, legal or financial services environment. 

• Demonstrable experience managing partner or senior leadership lifecycle processes – admissions, exits, remuneration and governance – in an LLP or partnership structure. 

• Strong working knowledge of LLP governance, Members Agreement mechanics and partner exit economics. 

• Proven track record of leading HR operations or shared services functions, including HRIS ownership and process improvement. 

• High degree of discretion and confidentiality – this role handles some of the most sensitive information in the firm. 

• Excellent analytical skills – comfortable with people data, financial modelling and producing clear reports for senior audiences. 

• Ability to manage competing priorities across two complex workstreams simultaneously, without compromising quality on either. 

Knowing we’re right for you 

The culture at Grant Thornton is what sets us apart, we’re known for our inclusive culture and creating environments where all our people can flourish. The things that set you apart, we value them, and this helps us all to perform at our best.  

Our values are the unwavering principles that shape our daily behaviours and decisions, alongside our drive to do the right thing. We’re looking for people who align with our values and are purposefully driven, actively curious and candid but kind. You can learn more about our values in practice here.  
 
What we offer 

• A unique and genuinely senior role with influence across two critical People & Culture workstreams. 

• Direct access to and partnership with the CPO, Service Line Leaders and Senior Partner. 

• A collaborative People & Culture leadership team with strong senior sponsorship. 

• Access to AI tools support smarter and faster working. 

It’s not just about our culture and values, in addition to a competitive salary and reward package, us you’ll also get: 

• Tailored development programmes and access to coaching  

• Flexible bank holidays – allowing you to celebrate the days that are important to you  

• Benefits including pension, life assurance and private medical, additional holiday purchasing and health benefits 

• Any benefits giving you access to shopping discounts, gym memberships, financial advice  

And more. Visit our benefits section to read more.  

How we work 

We have a trust-based way of working, driven by responsible people who have the best interests of our firm and our clients at heart. Our how we work framework gives flexibility in where, how, and when we work to deliver the best results for our clients, whilst helping you keep a balance between work and life. Life is more than work, the things you do, and the people you’re with outside of work matter, that’s why we’re happy to look at flexible working options for all our roles.  That is how it should be. 
 
We’re looking for people who can help drive the business forward, who want to contribute, spark fresh ideas and go beyond expectations. People who want to be able to proudly do what’s right, for the firm, our clients, our people and themselves.