Head of HR, Americas Distribution

About Invesco

As one of the world’s leading independent global investment firms, Invesco is dedicated to rethinking possibilities for our clients. By delivering the combined power of our distinctive investment management capabilities, we provide a wide range of investment strategies and vehicles to our clients around the world. If you're looking for challenging work, intelligent colleagues, and exposure across a global footprint, come explore your potential at Invesco.

What’s in it for you?

Our people are at the very core of our success. Invesco employees get more out of life through our comprehensive compensation and benefit offerings including: 

• Flexible paid time off

• Hybrid work schedule 

• 401(K) matching of 100% up to the first 6% with a discretionary supplemental contribution 

• Health & wellbeing benefits 

• Parental Leave benefits 

• Employee stock purchase plan

Job Description

About The Role

The Head of Human Resources, Americas Distribution is a senior, strategic HR Business Partner serving as the primary people and organizational advisor to the Head of Americas Distribution and the Americas Distribution Leadership Team.

This role is accountable for shaping and driving the people strategy for one of Invesco’s most commercially critical organizations. Operating as a trusted advisor to senior leadership, the role influences business outcomes through leadership effectiveness, talent strategy, organizational design, and change leadership.

Reporting to the Head of HR Business Partners, this is a senior HR leadership role, equivalent in scope and impact to other Head of HR / VP‑level HR Business Partner roles supporting Executive leaders across the firm. The role partners closely with HR Centers of Excellence to deliver integrated, disciplined, and business‑aligned people solutions.

Responsibilities of the Role

Strategic Business & People Partnership

• Serve as the primary HR advisor to the Head of Americas Distribution, providing counsel on leadership effectiveness, organizational strategy, talent priorities, and people‑related risk.

• Translate business strategy into a clear, integrated people agenda that supports commercial growth, operating model evolution, and leadership capability.

• Act as a thought partner to senior leaders, influencing decisions through insight, judgment, and data‑driven perspective.

• Bring an enterprise lens while maintaining strong business intimacy, ensuring alignment with firmwide people strategy.

Human Capital Strategy & Insight

• Develop deep understanding of the Americas Distribution business through analysis and understanding of business issues and trends, helping to shape business strategy. This includes sales compensation structure, client segments, and identifying drivers of strategic alignment.

• Diagnose trends related to talent, engagement, performance, and capability; convert insights into targeted, high‑impact people strategies.

• Partner with Finance and HR Centers of Excellence to support strategic workforce planning and talent investment decisions.

• Anticipate future talent and capability needs and influence proactive leadership action.

Organizational Design & Change Leadership

• Lead HR partnership on organizational design, restructuring, and transformation initiatives.

• Assess organizational effectiveness and leadership readiness; advise on structure, roles, and operating models.

• Provide strategic guidance on change leadership, including impact assessment and risk mitigation.

• Coach leaders to effectively lead and sustain change.

Leadership Effectiveness & Talent Strategy

• Serve as a trusted advisor on leadership performance, succession, and senior‑level talent decisions.

• Shape and drive talent strategies that strengthen leadership bench and address capability gaps.

• Champion a culture of accountability, feedback, and continuous development.

• Partner with Learning & Development on targeted leadership and accelerated development solutions.

Diversity, Equity & Inclusion

• Embed diversity, equity, and inclusion considerations into leadership, talent, and succession strategies.

• Influence leaders to build inclusive teams and strengthen diversity of thought and representation.

Compensation Strategy & Governance

• Partner with Compensation to advise on reward strategies aligned to business priorities and pay‑for‑performance principles.

• Provide strategic leadership during annual compensation cycles, ensuring rigor, consistency, and sound judgment.

• Develop a deep understanding of sales compensation structure and design.

Risk Management & Judgment

• Act as a senior advisor on complex people and organizational risk, including leadership performance, conduct, and sensitive employee matters.

• Apply strong judgment in partnership with Legal and relevant stakeholders.

• Ensure people decisions align with governance standards and Invesco’s values.

Requirements of the Role

• Bachelor’s degree required; advanced degree preferred.

• 10+  years of senior HR leadership experience as an HR Business Partner in a complex organization.

• Proven experience advising executive‑level leaders (ELT / C‑suite or equivalent) with strong executive presence and influence.

• Experience supporting a revenue‑generating, client‑facing business, such as distribution, sales, wealth, institutional, or similarly scaled commercial organizations.

• Experience operating in a highly matrixed and/or regulated enterprise environment, balancing business outcomes with governance and risk discipline.

• Strong grounding in employee relations, employment law fundamentals, and risk management, including sound judgment on high‑impact, sensitive matters.

• Professional HR certification (e.g., SPHR, SHRM‑SCP) preferred.

The salary range for this position in New York City is $220,000 - $225,000/year. The total compensation offered for this position includes salary and incentive pay and will vary based on skills, experience and location

Full Time / Part Time

Full time

Worker Type

Employee

Job Exempt (Yes / No)

Yes

Workplace Model

Pursuant to Invesco’s Workplace Policy, employees are expected to comply with the firm’s most current workplace model, which as of October 1, 2025, includes spending at least four full days each week working in an Invesco office. This reflects our belief that spending time together in the office helps us build stronger relationships, collaborate more easily, and support each other’s growth and development.

The above information on this description has been designed to indicate the general nature and level of work performed by employees within this role. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities and qualifications required of employees assigned to this job. The job holder may be required to perform other duties as deemed appropriate by their manager from time to time.

Invesco's culture of inclusivity and its commitment to diversity in the workplace are demonstrated through our people practices. We are proud to be an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, creed, color, religion, sex, gender, gender identity, sexual orientation, marital status, national origin, citizenship status, disability, age, or veteran status. Our equal opportunity employment efforts comply with all applicable U.S. state and federal laws governing non-discrimination in employment.