Senior HR Business Partner, Technology

Jump Trading Group is committed to world class research. We empower exceptional talents in Mathematics, Physics, and Computer Science to seek scientific boundaries, push through them, and apply cutting edge research to global financial markets. Our culture is unique. Constant innovation requires fearlessness, creativity, intellectual honesty, and a relentless competitive streak. We believe in winning together and unlocking unique individual talent by incenting collaboration and mutual respect. At Jump, research outcomes drive more than superior risk adjusted returns. We design, develop, and deploy technologies that change our world, fund start-ups across industries, and partner with leading global research organizations and universities to solve problems.

The HR team helps protect the firm’s largest investment, our people. We are seeking a Senior HR Business Partner with experience in a high growth environment, who demonstrates a proven ability to see big picture people strategy needs and is an experienced and flexible partner to the business in supporting talent development, driving optimum performance, thoughtful leadership, and change management.  This position within the global HR team is uniquely centered to drive and take ownership of maintaining a strong company culture by solving complex organizational challenges due to our evolving business needs.

We are looking for a creative, collaborative, and business savvy contributor, who demonstrates proven success to connect with and influence managers and employees at all levels of the firm. The ideal candidate doesn’t just love working with people, they value and understand the business impact they can make by creating a great place to work for all our employees.

Our team achieves results by being innovative, driven, collaborative, trustworthy and genuinely caring about what we do and who we work with. This role is both hands-on and strategic and provides expertise in the areas of employee relations, workforce planning, performance management, compensation, employee retention, coaching/development, conflict management and ad hoc projects as necessary.

What You’ll do:

• Partner with managers to strengthen their capabilities which includes performance coaching, managing change, addressing difficult conversations, and general employee relations challenges.
• Should be able to recommend agile solutions to encourage continuous improvements regarding workforce planning and organizational efficiency.
• Interest in understanding teams broadly and at the individual level to identify talent needs and to develop effective strategies to support employee onboarding, engagement, development and retention with alignment to our company cultural values.
• Be a connector with the members of the global People Operations function. Actively seek out opportunities to communicate key updates and share good practices & innovation. Develop & enhance relationships to optimize connections and build important context which makes us all smarter & more efficient.
• Be a culture carrier throughout the firm. Ensure team and people strategies reflect our core values. Be an influencer to create positive change and proactively mitigate and resolve employee issues.
• Contribute to the overall global HR operational processes such as merit and bonus process, global mobility transfers, leave management, etc. Be comfortable suggesting areas of process improvement and identifying new trends and opportunities to constantly raise the bar on HR deliverables.
• Develop, support, and communicate guidelines and procedures with a flexible mindset approach.
• Partner with other PeopleOps team members globally. Work as a team on all things people.
• Partner closely with Legal, Compliance, and senior management on local, regional, and/or global impact changes or updates. Ensure compliance with all legal employment requirements, documents, and employment agreements such as non-solicitation, non-compete, and confidentiality obligations.
• Other duties as assigned or needed.

Skills You’ll Need:

• Strong business acumen to understand and translate daily business and people challenges.
• Ability to influence decisions and socialize ideas in a global matrix management organization.
• Genuine care for people and making those around you better.
• Proven ability to build trusting relationships in a fast, ever-changing work environment.
• Superior listening skills: practice active listening to what is said, what is not said, and how it said by others.
• Powerful questioning skills to skillfully select questions that can broaden or narrow, deepen or lighten a conversation.
• Strategic thinking skills to partner with managers on their annual strategy, priorities and planning.
• Agility to spot opportunities, threats and to enact recommendations to implement change quickly across globally diverse, virtual, cross-organizational teams.
• Genuine curiosity, empathetic attitude, and strong desire to continuously learn, grow, and partner with others
• Ability to prioritize multiple projects in a busy, demanding environment with a keen attention to detail.
• Master of communicating and navigating sensitive and highly confidential information.
• Excellent written and verbal communication, interpersonal and negotiation skills with an ability to collaborate effectively across teams.
• Desire to gain broad lateral working experiences and skills within people operations rather than vertical advancement.
• Sense of humor and passion for working within a People Ops team.

Role Requirements:

• A bachelor’s degree in Human Resources, Business Administration, business consulting, or related field.
• At least 10 years of HRBP experience spanning employee relations, talent management, compensation, performance management, global mobility, benefits, onboarding, and recruitment.
• Experience in Technology, Financial Services industry, or start-up environment highly desired.
• Competent in HRIS systems such as Workday, Greenhouse, and ability to become a user of other systems.
• Strong functional knowledge of the full life cycle of an employee experience.
• Solid understanding of employment laws, HR best practices and industry trends.
• Experience with managing and thriving in ambiguity by dealing with issues that do not always have a clear resolution at the outset.
• Reliable and predictable availability.