Inclusion, Insights and Governance Partner GBR Posted

Inclusion, Insights and Governance Partner

Location

London

Business Area

Human Resources

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The energy of a newsroom, the pace of a trading floor, the buzz of a recent tech breakthrough; we work hard, and we work fast – while keeping up the quality and accuracy we're known for. It’s what keeps us inventing and reinventing, all the time. Our culture is wide open, just like our spaces. We bring out the best in each other through collaboration.

Through our countless volunteer projects, we also help network with the communities around us, too. You can do amazing work here. Work you couldn’t do anywhere else. It’s up to you to make it happen.

The Inclusion Center of Excellence sets the enterprise direction, standards, and capabilities for Inclusion  COE enables consistent, high-quality Inclusion decisions by defining guardrails, embedding standards into HR systems, and equipping Talent Partners, HR Business Partners, and business leaders with insight and tools.

The COE operates through three connected functions:

• Insights & Governance – Defines standards, governance, and measurement
• Enablement – Integrates standards into HR processes and tools
• Communities – Connects lived experience and engagement back into strategy

As an Inclusion Insights & Governance Partner, you will operate at the intersection of strategy, data, and risk. You will define Inclusion standards and guardrails across key employee lifecycle "Moments that Matter," ensure alignment with legal and regulatory requirements, and establish clear, outcome-focused measures of success.

You will work primarily with Talent Partners and Legal, providing consistent guidance and decision frameworks that can be leveraged to drive Inclusion forward  will also partner closely with Workforce Analytics, Enablement, and Communities to ensure standards are measurable, practical, and informed by lived experience.

You will additionally own or co‑own a portfolio of external inclusion partnerships, managing renewals and assessing ROI to ensure they support Bloomberg’s Inclusion strategy.

This role is well‑suited for a systems thinker who can influence without authority, move between enterprise strategy and detail, and stay grounded in: what problem are we solving, how will we know it’s better, and how do we measure it?

• Define Inclusion standards and governance
• Define enterprise Inclusion standards and guardrails across key Moments that Matter (e.g., Hiring & Onboarding; Performance & Development; Life Events).
• Partner with Legal to interpret regulatory and market developments and translate them into clear guidance and decision principles.
• Enable consistent advice to the business
• Support Talent Partners with standards, insights, and frameworks they can use to advise HRBPs and business leaders consistently across regions.
• Clarify where Inclusion sets expectations versus where it provides advisory input.
• Define "what good looks like" and how we measure it
• Own success definitions and metrics tied to Inclusion standards.
• Partner with Workforce Analytics to define leading and lagging indicators that are outcome‑focused and decision‑ready.
• Turn data into insight
• Analyze trends and segmentation (e.g., hiring, mobility, performance, attrition).
• Produce concise, decision‑ready narratives using a problem‑evidence‑implication‑action approach.
• Run governance routines
• Design and maintain lightweight governance mechanisms (scorecards, reviews, decision gates) that drive accountability and follow‑through.
• Partner with Enablement and Communities to ensure standards are implementable and informed by lived experience.
• Manage external inclusion partnerships
• Own or co‑own Bloomberg’s external inclusion partnership portfolio.
• Lead renewals, assess qualitative and quantitative ROI, and recommend where to deepen, pivot, or exit partnerships.
• Coordinate Bloomberg’s participation in selected external inclusion forums and events.

• 10+ years of experience in Inclusion, HR strategy, People Analytics, or Legal/Compliance‑adjacent HR work.
• Demonstrated ability to influence senior stakeholders…