Job description

Belvedere Trading is a leading proprietary trading firm proudly headquartered in downtown Chicago. Our traders work hard to provide liquidity to the market through their market-making activities and are the masters of a diverse set of commodities, interest rates, exchange-traded funds (ETF), and equity index options. From the beginning, we began iteratively investing in our proprietary technology and committing to building our systems from the ground up. Our trading models and software systems are continually re-engineered, optimized, and maintained to stay on top of the industry. Our People Team department focuses on delivering employee-first solutions to the business. We go all-out to understand and support our team member's needs, leverage data to gain insights and trends, and advance our human-capital-related applications for efficiency and consistency. We look for passionate team members that excel and their contribution is critical to our continued success.  The People Team is comprised of Employee Experience, People Operations, Talent, and People & Development. These groups work closely together to bring in the best talent for Team Belvedere and from day one, make sure that all team members have all the tools they need to succeed and develop through their tenure. We are seeking an experienced Senior Human Resources Business Partner (HRBP) to support our Technology and Platform departments, among the largest and fastest-growing departments at the firm. The HRBP will act as a strategic partner to leadership, with a heavy emphasis on organizational design, workforce planning, and scaling teams responsibly. This is a builder's role: you will help define how a large technical organization is structured, leveled, and grown, while providing hands-on support for performance management, employee relations, and leadership development. The ideal candidate will have deep HR experience supporting technical populations at scale, strong business acumen, and the ability to operate in a fast-paced, high-stakes environment. What you'll do Work with the Technology and Platform business heads to set the people strategy for those organizations, translating engineering roadmaps and departmental goals into action across hiring, engagement, development, performance, and retention. Lead organizational design for a large, complex technical organization: assess team structures, spans of control, reporting lines, and role definitions, and recommend changes that support scale without adding unnecessary layers. Own workforce planning at scale, building multi-quarter headcount plans by team and skill set, modeling growth scenarios, and pressure-testing plans against budget and delivery commitments. Build and maintain leveling and career frameworks for technical roles, ensuring consistent expectations for individual contributors and managers across engineering, infrastructure, and platform teams. Partner closely with Talent Acquisition on high-volume and specialized technical hiring, setting priorities around headcount sequencing, hiring timelines, role requirements, and candidate experience. Scale onboarding and ramp-up for technical hires, ensuring a smooth transition from offer through full integration, including compliance, systems access, technical environment readiness, and cultural immersion. Hold m anagers accountable for early talent success, ensuring 30-, 60-, and 90-day milestones are met, development plans are established quickly, and new hires are supported through ramp-up. Grow the people manager bench by identifying emerging leaders, coaching first-time managers, and partnering with the Talent Developm ent Speci alist on manager development, technical leadership, and communication skills. Define learning priorities for Technology and Platform with the Talent Development Specialist, co-designing role-based development paths and technical onboarding tracks that map to the leveling framework, and reinforcing application of training with managers. Set and reinforce performance expectations across a large population, guiding managers through goal setting, calibration, performance reviews, feedback cycles, and development planning. Advise le adersh ip on compensation and rewards for technical talent, including market benchmarking, equity and bonus structures, and retention actions for critical contributors. Serve as a trusted people leader for the departments, proactively addressing concerns, navigating sensitive issues, managing escalations, and protecting a high-integrity, high-performance culture. Lead people-side change management for reorganizations, team splits and merges, new platform initiatives, and shifts in operating model, including communication planning and manager enablement. Leverage p eople da ta and insights at scale to spot trends, surface risks, and inform leadership decisions related to attrition, performan ce, en gagement, span-of-control, and workforce planning. What you'll need Bachelor’s degree in human resources, Business Administration, Organizational Psychology, or related field (Master’s or HR certification a plus).  5+ years of strategic HR Partner role experience. Proven background in big tech, fintech, or high-growth environments is strongly preferred.  Strong business acumen: ability to understand trading/investment business dynamics, financial incentives, performance pressure, and cultural sensitivities.  Excellent interpersonal communication and influencing skills; ability to build trust and credibility with senior leadership and team members.  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, manage sensitive/confidential matters, and adapt to changing priorities.  Analytical mindset, with ability to use HR data and metrics to drive decision-making and provide insight to leadership.  Integrity, discretion, professionalism, and deep respect for confidentiality. Women and underrepresented groups frequently apply to jobs only if they meet 100% of the qualifications. We encourage you to break that mold and apply. No candidate is perfect; all have a lot to offer. We welcome your application. Core Values The secret to our award-winning culture is our Core Values: Team Belvedere, Me In Team, Own It, Build Rockets, and Passionate Discourse . We live and breathe these values every day. Our Stance Belvedere is an Equal Opportunity Employer and is committed to providing a non-discriminatory employment environment for its employees. Discrimination against employees and applicants due to race, color, religion, sex, national origin, disability, age, military, and veteran status is prohibited. Belvedere encourages initiatives to increase diversity and provide equal opportunity to all applicants and employees. Belvedere is committed to providing a positive environment in which team members are treated with respect, dignity, and courtesy. Our firm believes in a dynamic culture of inclusion and diversity, where people thrive on individual and organizational characteristics, values, experiences, and backgrounds. Please note that Belvedere Trading does not accept unsolicited resumes from search firms or employment agencies. Any unsolicited resumes will become the property of Team Belvedere. No phone calls, please. Any questions regarding the virtual recruiting process, please reach out to recruiting@belvederetrading.com. Work Schedule: Regular and reliable attendance during standard business hours. Occasional nights and weekends. Amount of Travel Required: Travel may occasionally be required for off-site events, conferences, or job fairs, depending on the needs of the role. Physical: Ability to sit and concentrate for long periods of time as well as the ability to lift 30 pounds Sponsorship: Not available for this position.

Requirements

Must-haves

Own workforce planning at scale, building multi-quarter headcount plans by team and skill set, modeling growth scenarios, and pressure-testing plans against budget and delivery commitments.
Build and maintain leveling and career frameworks for technical roles, ensuring consistent expectations for individual contributors and managers across engineering, infrastructure, and platform teams.
Partner closely with Talent Acquisition on high-volume and specialized technical hiring, setting priorities around headcount sequencing, hiring timelines, role requirements, and candidate experience.
Scale onboarding and ramp-up for technical hires, ensuring a smooth transition from offer through full integration, including compliance, systems access, technical environment readiness, and cultural immersion.
Hold m anagers accountable for early talent success, ensuring 30-, 60-, and 90-day milestones are met, development plans are established quickly, and new hires are supported through ramp-up.
Grow the people manager bench by identifying emerging leaders, coaching first-time managers, and partnering with the Talent Developm ent Speci alist on manager development, technical leadership, and communication skills.
Set and reinforce performance expectations across a large population, guiding managers through goal setting, calibration, performance reviews, feedback cycles, and development planning.
Serve as a trusted people leader for the departments, proactively addressing concerns, navigating sensitive issues, managing escalations, and protecting a high-integrity, high-performance culture.
Lead people-side change management for reorganizations, team splits and merges, new platform initiatives, and shifts in operating model, including communication planning and manager enablement.
Leverage p eople da ta and insights at scale to spot trends, surface risks, and inform leadership decisions related to attrition, performan ce, en gagement, span-of-control, and workforce planning.
What you'll need
5+ years of strategic HR Partner role experience.
Strong business acumen: ability to understand trading/investment business dynamics, financial incentives, performance pressure, and cultural sensitivities.
Excellent interpersonal communication and influencing skills; ability to build trust and credibility with senior leadership and team members.
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, manage sensitive/confidential matters, and adapt to changing priorities.
Analytical mindset, with ability to use HR data and metrics to drive decision-making and provide insight to leadership.
Integrity, discretion, professionalism, and deep respect for confidentiality.
Women and underrepresented groups frequently apply to jobs only if they meet 100% of the qualifications.
We encourage you to break that mold and apply. No candidate is perfect; all have a lot to offer. We welcome your application.

Nice-to-haves

Advise le adersh ip on compensation and rewards for technical talent, including market benchmarking, equity and bonus structures, and retention actions for critical contributors.
Bachelor’s degree in human resources, Business Administration, Organizational Psychology, or related field (Master’s or HR certification a plus).
Proven background in big tech, fintech, or high-growth environments is strongly preferred.

Application prep

Use the role’s language and application details while tailoring your materials.

Keywords to mirror

Platform: lever
Effort: quick