L&G's Asset Management business is a major investor across public and private markets worldwide, with $1.533 trillion in AUM.* Our clients include individual savers, pension scheme members and global institutions, who invest alongside L&G’s own balance sheet.

Our ambition is to be a leading global investor, innovating to solve complex challenges for our clients using the power of L&G. This is rooted in our investment philosophy and processes, which are focused on creating value over the long term.

We believe that incorporating financially material sustainability criteria, when relevant to our clients, can generate value and drive positive change.

The Head of Human Resources is responsible for leading the people strategy for L&G – Asset Manager, America (LGIMA), partnering closely with the CEO, Executive Committee, and global HR leadership to deliver a high‑performing, inclusive, and future‑ready organization.

This role shapes and executes human capital strategy aligned to LGIMA’s business objectives and L&G Group policies, with a strong focus on:

• Strategic workforce planning and talent acquisition
• Leadership, succession, and organizational effectiveness
• Employee experience, engagement, and culture
• Diversity, equity, inclusion, and belonging
• Change management and transformation
• Reward, performance, and pay governance
• Employee relations, risk management, and regulatory compliance
• HR technology, analytics, and operational excellence

The Head of HR acts as a trusted advisor to senior leaders, bringing strong business acumen, sound judgment, and an external market lens to help LGIMA anticipate talent risks, build capability, and compete effectively for talent in a complex global environment.

Responsibilities

Strategic Leadership & Business Partnership

• Serve as a strategic advisor to the CEO and Executive Committee on all people‑related matters, ensuring alignment between business strategy and human capital priorities.
• Translate business objectives into a clear, actionable people strategy that supports growth, performance, and long‑term sustainability.
• Act as a visible leader within the organization, modeling LGIMA’s values and fostering a culture of accountability, collaboration, and inclusion.

Talent, Leadership & Workforce Strategy

• Lead enterprise‑wide talent acquisition, retention, succession planning, and leadership development strategies to ensure critical capabilities are in place.
• Oversee workforce planning and organizational design to support evolving business models, regulatory requirements, and client needs.
• Partner with leaders to strengthen management capability, performance standards, and feedback culture.

Employee Experience, Engagement & Culture

• Champion a strong employee value proposition and support initiatives that enhance engagement, wellbeing, and employee voice.
• Ensure consistent, fair, and commercially sound handling of employee relations matters, safeguarding both employees and the firm.
• Lead culture and change initiatives, particularly during periods of transformation, growth, or restructuring.

Diversity, Equity & Inclusion

• Embed diversity, equity, inclusion, and belonging into all aspects of the employee lifecycle, aligned with global strategy and local market needs.
• Partner with leadership to use data, accountability, and policy to drive measurable progress on representation, inclusion, and pay equity.

Reward, Performance & Governance

• Oversee annual performance management, compensation, and promotion cycles, ensuring consistency with market practice, regulatory requirements, and Group policy.
• Partner with Global Reward to ensure competitive, compliant, and cost‑effective reward and benefits strategies.
• Provide oversight of HR shared services for the US to ensure service quality, efficiency, and value.

HR Operations, Technology & Risk

• Ensure operational excellence across HR functions, including strong governance, risk management, and regulatory compliance.
• Leverage HR technology and people analytics to improve decision‑making, efficiency, and employee experience.
• Stay informed of external market, regulatory, and employment law developments, ensuring proactive mitigation of people‑related risks.

Experience

• Minimum of 15 years of progressive HR experience, including senior or executive‑level HR leadership within a complex organization.
• Proven experience in asset management strongly preferred.
• Demonstrated success partnering with executive leadership on strategy, transformation, and organizational change.
• Experience operating within a global or matrixed organization, balancing local needs with global policy and governance.

Qualifications

• Bachelor’s degree required; MBA or Master’s degree in Human Resources, Business, or related field preferred.
• Professional HR certification (e.g., SHRM‑SCP / SHRM‑CP or equivalent) desirable.
• Strong commercial and financial acumen, including experience managing budgets and evaluating return on people investments.

The starting salary offer will vary based on multiple factors, including but not limited to the applicant’s education, job-related experience, skills, and abilities, geographic location, and market factors. This position is also eligible to participate in the company’s annual discretionary bonus plan. Full time employees may be eligible for health insurance with an optional HSA, short term disability, long term disability, dental insurance, vision care, life insurance, Healthcare, Dependent and Limited Care Flexible Spending Accounts, 401K, vacation, sick time, an employee assistance program, and commuter and transit programs.  Additional voluntary programs include: supplemental health benefits including accidental injury, critical illness and hospital indemnity insurance and pet insurance. 

EOE Statement

As an EOE employer, L&G Asset Management, America will extend equal opportunity to all employees and applicants for employment without regard to race, color, religion, gender, sexual orientation, gender identity, ancestry, national origin, age, disability, medical condition, genetic information, marital status, pregnancy, military status, and/or any other characteristic protected under applicable federal, state or local laws governing non-discrimination in employment. (2025)