Senior Human Resources Business Partner- Technology & Platforms

Belvedere Trading•Chicago, IL

59d•Onsite

About The Position

Belvedere Trading is a leading proprietary trading firm headquartered in Chicago. Our People Team department focuses on delivering employee-first solutions, understanding and supporting team member needs, leveraging data, and advancing human-capital-related applications. We are seeking an experienced Senior Human Resources Business Partner (HRBP) to support our Technology and Platform departments, which are among the largest and fastest-growing 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 where 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.

Requirements

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.

Responsibilities

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 managers 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 Development Specialist 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 leadership 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 people data and insights at scale to spot trends, surface risks, and inform leadership decisions related to attrition, performance, engagement, span-of-control, and workforce planning.