Belvedere Trading

Makes markets in options using its own capital

Senior Human Resources Business Partner - Technology & Platform

HR Generalist & Employee RelationsConfirmed live in the last 24 hours

Full-timeChicago, IL, USA$120k - $170k /yr

About the Job

Requirements

A bachelor's degree in human resources, Business Administration, Organizational Psychology, or a related field is required.
At least 5 years of experience in a strategic HR Partner role is required.
Strong business acumen is required, including the ability to understand trading and investment business dynamics, financial incentives, performance pressure, and cultural sensitivities.
The role requires the ability to build trust and credibility with senior leadership and team members through interpersonal communication and influencing skills.
Strong conflict resolution, coaching, and employee-relations skills are required.
Solid knowledge of employment law, compliance, compensation practices, and HR best practices is required.
The ability to work in a fast-paced, dynamic environment, manage sensitive and confidential matters, and adapt to changing priorities is required.
An analytical mindset and the ability to use HR data and metrics to support decision-making and provide leadership insight are required.
Integrity, discretion, professionalism, and respect for confidentiality are required.
Regular and reliable attendance during standard business hours is required.
The role requires the ability to sit and concentrate for long periods and lift 30 pounds.

Responsibilities

Partner with Technology and Platform business heads to set people strategy, translating engineering roadmaps and departmental goals into action across hiring, engagement, development, performance, and retention.
Lead organizational design for a large technical organization by assessing team structures, spans of control, reporting lines, and role definitions, and recommending changes that support scale without unnecessary layers.
Own workforce planning at scale by building multi-quarter headcount plans by team and skill set, modeling growth scenarios, and evaluating plans against budget and delivery commitments.
Build and maintain leveling and career frameworks for technical roles, establishing consistent expectations for individual contributors and managers across engineering, infrastructure, and platform teams.
Partner with Talent Acquisition on high-volume and specialized technical hiring, setting priorities for headcount sequencing, hiring timelines, role requirements, and candidate experience.
Scale onboarding and ramp-up for technical hires, supporting their transition from offer through full integration, including compliance, systems access, technical environment readiness, and cultural immersion.
Hold managers accountable for early talent success by ensuring 30-, 60-, and 90-day milestones are met, development plans are established promptly, and new hires are supported during ramp-up.
Identify emerging leaders, coach first-time managers, and partner 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-design role-based development paths and technical onboarding tracks aligned with the leveling framework, and reinforce training application 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.
Address departmental concerns, navigate sensitive issues, manage escalations, and protect a high-integrity, high-performance culture.
Lead people-side change management for reorganizations, team splits and merges, new platform initiatives, and operating-model shifts, including communication planning and manager enablement.
Use people data and insights to identify trends, surface risks, and inform leadership decisions concerning attrition, performance, engagement, span of control, and workforce planning.
Occasional travel may be required for off-site events, conferences, or job fairs, depending on role needs.
Occasional nights and weekends may be required.

Desired Qualifications

Experience in big tech, fintech, or high-growth environments is strongly preferred.
A master's degree or HR certification is a plus.

Salary Range: 120000 to 170000 (Currency: USD) (Pay period: per-year-salary)

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 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.

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 [email protected].

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.

About the Company

Belvedere Trading

Makes markets in options using its own capital

Belvedere Trading is a proprietary trading firm that uses its own capital to make markets in options and other exchange-traded derivatives. Its traders post prices at which they are willing to buy or sell, providing liquidity to other market participants while managing the positions those transactions create. Quantitative researchers, traders, and engineers develop pricing models, execution tools, and risk systems that support decisions and trading across electronic exchanges. The firm earns money from its trading activities and arrangements with backed trading groups, using internal technology as part of that business. Belvedere Trading was founded in 2002 and is headquartered in Chicago, Illinois.

Company size: 201-500
Company stage: Not listed
Total funding: Not listed
Headquarters: Chicago, IL
Founded: 2002

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