Strategic HRBP: Tech & Platform Org Design & Growth

Belvederetrading

Chicago (IL)

On-site

USD 110,000 - 160,000

Full time

7 days ago

Be an early applicant

Application generator

Stand out for this role — generate a tailored resume and cover letter in about a minute.

Get past ATS filters

Job summary

Belvedere Trading seeks a Senior HR Business Partner to support its Technology and Platform teams. You will design organization structures, lead workforce planning, and build career frameworks for technical roles while partnering with Talent Acquisition on high-volume hiring and onboarding.

You will coach managers, drive performance processes, and advise on compensation and retention for critical contributors.

Qualifications

Bachelor’s degree in HR, Business Administration, Organizational Psychology, or related field.
5+ years of strategic HR Partner experience.
Experience in big tech, fintech, or high-growth environments preferred.
Strong business acumen and financial literacy.
Excellent interpersonal communication and influencing skills with senior leadership.
Strong conflict resolution, coaching, and employee-relations skills.
Solid knowledge of employment law, compliance, compensation practices, and HR best practices.
Ability to work in a fast-paced, dynamic environment and manage sensitive matters.

Responsibilities

Set people strategy with Technology and Platform heads, translating roadmaps into hiring, engagement, development, performance, and retention actions.
Lead organizational design for a large technical organization; assess structure, spans of control, and reporting lines.
Own workforce planning with multi-quarter headcount plans and budget alignment.
Build leveling and career frameworks for technical roles across engineering, infrastructure, and platform teams.
Partner with Talent Acquisition on high-volume and specialized technical hiring; define priorities and timelines.
Scale onboarding and ramp-up for technical hires with system access, compliance, and cultural immersion.
Hold managers accountable for 30-, 60-, and 90-day milestones; support development plans.
Grow the people manager bench through coaching and leadership development initiatives.
Define learning priorities with the Talent Development Specialist and mapping to leveling frameworks.
Set and reinforce performance expectations; guide calibrations and reviews.
Advise leadership on compensation, equity, and retention actions for critical contributors.
Act as a trusted people leader; manage escalations and protect a high-integrity culture.
Lead change management for reorganizations, splits, or platform initiatives; enable managers.
Utilize people data to spot trends and inform leadership decisions on attrition, engagement, and planning.