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Belvedere Trading, a leading proprietary trading firm headquartered in downtown Chicago, is seeking an experienced Senior Human Resources Business Partner to support its Technology and Platform departments—among the largest and fastest-growing at the firm.
This is a strategic, builder-focused role. You will act as a trusted people leader and strategic partner to departmental leadership, with heavy emphasis on organizational design, workforce planning, and scaling technical teams responsibly. 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.
Key Responsibilities:
- Translate engineering roadmaps and departmental goals into people strategy 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; recommend changes that support scale without 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 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 on manager development, technical leadership, and communication skills.
- Define learning priorities for Technology and Platform, co-designing role-based development paths and technical onboarding tracks that map to the leveling framework.
- 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.
- 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.
Belvedere's People Team focuses on delivering employee-first solutions, understanding and supporting team member needs, leveraging data to gain insights and trends, and advancing human-capital-related applications for efficiency and consistency. The firm's core values—Team Belvedere, Me In Team, Own It, Build Rockets, and Passionate Discourse—are lived daily.
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.
- Deep HR experience supporting technical populations at scale.
- Strong business acumen and ability to operate in a fast-paced, high-stakes environment.
- 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.
