People Partner - Content

About 9fin

9fin is the AI platform powering global debt markets — the world’s largest asset class at over $145 trillion. Debt markets are vast, global, and mission-critical, yet still run on fragmented data, PDFs, and manual workflows. 9fin replaces this broken infrastructure with a single platform that centralises proprietary credit data, deep analysis, and high-value workflows across global markets. Today, 9fin powers teams at 300+ blue-chip institutions worldwide, including global banks, asset managers, private equity firms, law firms, and advisors. The business is scaling at exceptional speed, with rapid expansion in the US and best-in-class retention driven by deep workflow adoption. We’re at a defining inflection point. With proven product-market fit and strong, global market pull, 9fin is accelerating toward becoming the category-defining platform for debt markets worldwide.

The opportunity

Our People Partners are the eyes and ears of the organisation, embedded within their functional areas to be a sounding board for leaders, support managers and enable teams to thrive. The People Partnering team operate on a strategic and tactical level, ensuring the people elements are in place for teams to effectively deliver their strategic objectives (think org design, upskilling, succession planning) whilst also offering one on one support, both structured and ad hoc, to those who need it most. We're hiring an experienced, driven Senior People Partner to partner with our Chief Content Officer and the Content (Editorial, Legals, Credit, Distressed) team. Content is scaling fast across the UK and US, and we need a Senior People Partner who can move at pace, get to grips with what the team actually does, and hold their own with senior editorial and analytical leaders. You'll be fully embedded in the Content team, with a real voice in leadership meetings, editorial rituals and off-sites. You'll know the leads, managers and rising talent well enough to catch the people issues long before they show up in engagement scores or exit interviews. Every day is different, but here's an example of the kind of things you'll work on: Strategic Trusted advisor to your leaders : You'll be the first person Content leadership calls on anything people-related: the confidant, sounding board and thought partner they think alongside, not the person they update after the fact. That kind of trust is earned over time, through showing up and being willing to have the harder conversation when it matters. Right hand person to the CCO: You know how he thinks about content and his organisation, and are confident acting as his proxy with his leaders to get them to where they need to be. Locked in on what the team is trying to achieve : You know Content's goals, what its leaders and teams do. You bring solutions, not just observations, and follow them through to completion. Fully embedded in your team : You're in the rituals, Slack channels and meetings that matter, so you've got a real read on how the team actually works. You cut through the noise to name the actual issue and get it resolved quickly and respectfully. Catching things early : You join the dots across 1:1s, skips, engagement data and your own observations to surface people risks while they're still small and easy to fix. You coach leaders and managers to build the same instinct. Org design : You advise on org shape, spot gaps and flag future risk areas. You make sure the right people are doing the right jobs at the right level as Content scales across regions and coverage. Talent management : You know who the key talent is and you work with leaders to develop, stretch and reward them. You support leaders to identify their successors and build the development plans that get them ready. You work proactively with the Talent team on the pipelines for roles you can already see coming. Learning & development : You spot where Content teams need to grow — editorial craft, analytical rigour, management skill, leadership development — and you lead the training that plugs the gap. A big part of that is upskilling managers to handle people issues themselves, early and well, rather than escalating them to the CCO. You diagnose early, source or build the right thing, and hold a bar for what impact should look like once it's landed. Reward : You use solid data to inform our salary bands and keep compensation fair across the team, with D&I front of mind. You coach leaders and managers through promotion and salary reviews so decisions are thoughtful, equitable and defensible. Performance : You help leaders and managers get the best out of their teams, surfacing blockers, coaching through them, and making sure feedback and training actually land. You hold a high bar yourself and help leaders hold one too. Hands up for the bigger stuff : You take on projects that improve the People function as a whole, not just your patch. You scope them properly, influence stakeholders, manage the risks and dependencies, and ship on time. Tactical Employee Relations (ER) : Following UK employment law, navigating all employee relations within your business area, including but not limited to: managing Performance Improvement Plans (PIPs), resolving claims and grievances in line with policy, probation management, maternity and paternity cases, flexible working requests, conflict management and mediation, and any other employee-to-employee issue that comes up, both formally and informally. Embedding people products : Working with the wider Partnering team to embed our people products and systems, delivering training, championing adoption and being the go-to person for questions. Delivering product feedback to the wider team on a regular basis. Data : Pulling and analysing the right data to help managers and leaders make good calls and adding the context that turns numbers into something your leaders can actually use. Wellbeing support : 1:1 support to employees when they need it, and making sure th