HR Coordinator

Jump Trading•Chicago, IL

6d•$65,000 - $80,000

About The Position

Jump Trading Group is seeking an HR Coordinator to join their high-growth team. This role will support the US employee experience through Workday operations, onboarding delivery, and HR policy administration, with a focus on data integrity, system sustainability, and process improvement. The company emphasizes world-class research, empowering exceptional talents in Mathematics, Physics, and Computer Science to push scientific boundaries and apply cutting-edge research to global financial markets. Their culture is unique, requiring fearlessness, creativity, intellectual honesty, and a relentless competitive streak, while believing in winning together and unlocking individual talent through collaboration and mutual respect.

Requirements

Hands-on Workday HCM experience, including business processes, reporting, and an understanding of how configuration changes propagate to downstream systems.
Strong process orientation with a track record of improving, documenting, and scaling HR workflows.
Ability to communicate and interact effectively across all management levels, functions and regions whilst maintaining discretion around confidential and sensitive matters
Ability to thrive independently in a fast-paced, complex environment while managing multiple projects simultaneously
Self-starter with intellectual curiosity and resilience, who is reliable and willingness to manage ambiguity
Reliable and predictable availability

Nice To Haves

Prior experience with Workday or other major HRIS platforms is preferable
Healthy sense of humor and enthusiasm for working in a high-performing and global team

Responsibilities

Manage the employee lifecycle in Workday end to end — onboarding, organizational change requests (transfers, promotions, new organizations and job profiles), employment verifications, and exits — troubleshooting issues and making corrections as needed.
Own Workday data integrity for the US population: audit and maintain employee data, monitor integrations and downstream data flows, and identify and resolve discrepancies before they reach payroll, benefits, or reporting.
Build and maintain Workday reporting for the HR team and business stakeholders and identify opportunities to automate or simplify recurring manual work.
Evaluate the downstream impact of system and process changes before they are made, applying HR domain knowledge in a systems context and designing processes that remain sustainable as the organization scales.
Own new hire onboarding delivery for employees and consultants — coordinate the steps required for day one orientation, deliver new hire orientation and benefits introductions, and support new joiners through Workday onboarding — while partnering with people ops teams to continuously improve the end-to-end onboarding experience.
Maintain regional employee handbooks and HR policy documentation on Confluence, partnering with Legal and the HRBP team on policy requirements, monitoring changes in employment regulation, and proactively recommending policy updates (for example, paid family leave).
Support the payroll and benefits teams on recurring cycles — invoice review and approval, benefits data updates, and audits — cross-training to serve as a back-up during peak periods and absences.
Creatively problem-solve new workflow procedures and recommend process improvements, documenting standard operating procedures so knowledge is retained across the team.