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.
Skills Required
- Bachelor's degree in human resources, business administration, organizational psychology, or a related field
- 5+ years of strategic HR Partner experience
- Experience supporting technical populations at scale
- Background in big tech, fintech, or high-growth environments
- Strong business acumen and ability to understand trading or investment business dynamics
- Excellent interpersonal communication and influencing skills
- Conflict resolution, coaching, and employee-relations skills
- Knowledge of employment law, compliance, compensation practices, and HR best practices
- Ability to work in a fast-paced environment and manage sensitive, confidential matters
- Analytical mindset with ability to use HR data and metrics for decision-making
- Integrity, discretion, professionalism, and respect for confidentiality
- Master's degree or HR certification
What the Team is Saying
Belvedere Trading Compensation & Benefits Highlights
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Healthcare Strength — Core coverage begins on day one and includes medical, dental, vision, mental‑health support, and telehealth, reinforced by wellness initiatives. Fertility benefits and ongoing wellness programs further bolster the health offering.
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Leave & Time Off Breadth — Policies include flexible or “unlimited” PTO, paid holidays and wellness days, parental leave, and a 10‑year sabbatical option or stipend. Hybrid flexibility for many roles complements time‑off policies to support work–life balance.
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Wellbeing & Lifestyle Benefits — Day‑to‑day perks such as a daily lunch stipend or free meals, snacks/beverages, commuter benefits, and on‑site fitness options are prominently featured. Wellness programming (e.g., Be Well Belvedere) and company events round out the lifestyle offering.
Belvedere Trading Insights
What We Do
In March of 2002, Belvedere Trading emerged as Chicago’s newest market maker, soon to join the ranks of the Windy City’s elite proprietary trading firms. Armed with printouts of Excel workbooks and a team of eager minds, Belvedere established their place in the SPX pit on the floor of the Chicago Board Options Exchange. From the beginning, we have iteratively invested in our proprietary technology and made a commitment to building our software systems from the ground up. Due to our ultramodern proprietary technology and risk management capabilities, Belvedere is able to quickly capitalize on inefficiencies in the marketplace. Our trading models and software systems are continually re-engineered, optimized, and maintained to stay on top of the industry. Building and nurturing a strong culture is one of Belvedere’s highest priorities, and we are always looking for the best and brightest talent to help us in our continued success.
Why Work With Us
At Belvedere, our differences are what allow us to compete and succeed at the highest level. Our Culture Committee and Women’s Initiative elevate the voices of our teammates to further promote an inclusive workplace. It is our priority to foster a sense of community and belonging for each team member while supporting individual development.
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Belvedere Trading Offices
Hybrid Workspace
Employees engage in a combination of remote and on-site work.
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