Human Resources Business Partner

Optiver • Austin, TX

17h • Hybrid

About The Position

This role provides comprehensive HR leadership for the Austin office, acting as both a strategic HR Business Partner and operational HR Manager in a fast-paced, high-performance environment. In addition to serving as the primary HR lead for the Austin employee population, this role supports a dedicated business line that includes a select number of employees located in Chicago and New York. You will serve as a trusted advisor to local leaders, partnering on organizational design, workforce planning, and team effectiveness. You will also collaborate closely with global People team colleagues on broader initiatives while acting as the primary HR lead for the site.

Requirements

• 6+ years of professional HR experience, including experience in a strategic HR Business Partner or HR Manager role.
• Strong understanding of HR principles, practices, and employment laws.
• Proven ability to manage projects from initiation to execution, with strong organizational and project management skills.
• Growth mindset with a demonstrated ability to embrace innovation and emerging technologies, including AI, to improve business outcomes, streamline processes, and enhance the effectiveness of People programs.
• Excellent interpersonal and communication skills including negotiation and persuasion abilities with the ability to build effective relationships at all levels of the organization.
• Strong problem-solving skills and the ability to navigate complex People issues.
• Ability to work in a global, fast-paced, dynamic environment and manage multiple priorities effectively.
• Bachelor’s degree in Human Resources, Business Administration, or a related field; or equivalent experience.
• Willingness and ability to travel periodically to support employees, business leaders, and initiatives across multiple office locations.

Responsibilities

• Establish strong partnerships with the business to understand strategic objectives, challenges, and talent needs.
• Proactively provide guidance and support on HR matters to drive the achievement of business goals.
• Partner with managers to identify high-potential employees, develop succession plans, and support career development initiatives.
• Coach managers and employees to support professional growth, resolve conflicts, and enhance team effectiveness.
• Guide managers on performance management processes, including goal setting, performance reviews, feedback, and development plans across the business.
• Help establish a culture of continuous feedback and coaching to drive employee growth and development.
• Provide guidance and support on employee relations matters, including conflict resolution, disciplinary actions, and investigations across the business.
• Ensure compliance with local labor laws and regulations, working with legal teams as necessary.
• Serve as a point of contact for employees, addressing HR-related inquiries, complaints, and providing guidance on performance management, employee relations, and HR policies.
• Support local and global initiatives to enhance employee engagement and overall employee experience.
• Foster a positive work environment and culture that aligns with the organization's values.
• Utilize HR data and analytics to identify trends, insights, and opportunities for improvement.
• Prepare reports and presentations for leaders, highlighting key HR metrics and recommending action plans.
• Leverage local data experts to develop analytics.
• Demonstrate curiosity and adaptability in leveraging emerging technologies, including AI-powered tools, to enhance HR processes, decision-making, and employee experiences.
• Embrace a continuous learning mindset, staying informed on evolving AI capabilities and identifying opportunities to apply them responsibly and effectively within the People function.
• Support and execute a wide range of HR programs and initiatives, including merit and bonus processes, employee transfers, leave management, and first-year performance feedback loops, leveraging Workday’s global HRIS system to ensure accuracy and compliance.
• Support and manage the onboarding and offboarding check-in programs, including conducting regular HR check-ins with new hires and exit interviews with departing employees to ensure a smooth transition, gathering feedback, and identifying areas for improvement in the employee experience.
• Manage employee separation process and employee terminations, ensuring compliance with legal requirements and internal policies.

Benefits

• Culture of collaboration and excellence
• Supportive, high-performing environment
• Opportunity to work alongside best-in-class professionals from over 40 different countries
• Highly competitive compensation package including performance-based bonus structure
• 401(k) match up to 50%
• Comprehensive health, mental, dental, vision, disability, and life coverage
• 25 paid vacation days alongside market holidays
• Extensive office perks, including breakfast, lunch and snacks, regular social events, clubs, sports leagues and more

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level