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DRW · 4 hours ago

Human Resources Business Partner

Chicago, IL

Full-time

Hybrid

Mid, Senior Level

$90K/yr - $130K/yr

DRW is a diversified trading firm with over 3 decades of experience in sophisticated technology and exceptional people. The Human Resources Business Partner (HRBP) will work closely with business leaders to achieve goals related to human capital, providing strategic HR leadership and acting as a consultant on various HR initiatives.

ConsultingFinanceFinancial ServicesFinTechVenture Capital

Comp. & Benefits

Hiring Manager

Dawn Waksmundski (Godlewski)

Responsibilities

Support managers and team leaders with assessing and implementing talent strategies to create the best-in-class employee experience and development programs to enable high performance while ensuring alignment with DRW's practices and procedures

Monitor and support managers with employee relations issues, including employee complaints, conflict resolution and/or performance management. Provide performance management guidance and coaching to managers and employees

Coach and support managers with performance review programs including communicating timelines and best practices, promoting participation, providing guidance, and challenging decisions to ensure a firm of excellence

Assist managers with career planning, organization design and developing succession plans to retain talent, streamline business operations, and prepare for gaps

Assist managers with change management to minimize distraction and to foster future success

Partner with HR teams, managers, and employees to develop tools, procedures, and initiatives to ensure engagement and continued growth

Recommend leadership development and training initiatives as needed. Partner with learning and development on content development and execution

Assist managers and employees with the employee lifecycle management process including onboarding, promotions, internal transfers, and terminations

Partner with immigration team to support ongoing employee status requirements and global mobility needs

Partner with compensation team to analyze and guide managers on compensation strategies to drive engagement and equity

Partner with talent acquisition on aligning candidate profiles with business unit needs and utilizing success stories for future hires and building talent pipelines

Partner with benefits to assist in fostering a culture of employee wellbeing

Field employee questions on policies, procedures, career development, training, and conflict resolution

Ensure compliance with legal and regulatory requirements. Conduct internal investigations and provide guidance to mitigate risk and ensure a productive work environment

Serve as a strategic partner to business leaders, providing guidance on HR matters and ensuring alignment between HR strategies and business objectives

Leads talent management, development, and retention strategies. Work with management to identify staffing needs, facilitate workforce planning, and ensure a robust talent pipeline

Act as a point of contact for employees and managers in assigned business units, addressing concerns, and providing solutions in matters such as employee relations, performance issues, and conflict resolution

Implement and oversee performance management, including performance reviews, goal setting, and performance improvement plans. Coach managers on effective performance management techniques

Assist with organizational design and development, ensuring that the structure of the organization supports its strategy and objectives. Drive initiatives that foster a high-performance culture

Partner with the Talent Experience team to develop competitive compensation and benefits packages that attract and retain talent

Identify training needs within the business units and partner with the Talent Development team on delivery of training programs. Promote continuous learning and professional development

Ensure compliance with all legal and regulatory requirements in relation to employment. Stay updated on HR best practices and labor laws

Support and guide business units through changes, whether they are changes in processes, structures, or systems. Help manage the human elements of change to minimize resistance and maximize engagement

Use HR data and analytics to provide insights into workforce productivity and to make evidence-based decisions. Track key HR metrics and analyze data to improve HR initiatives

Qualification

Talent ManagementEmployee RelationsPerformance ManagementOrganizational DevelopmentChange ManagementCompensationBenefitsTrainingDevelopmentHR MetricsAnalysisStrategic PartnershipCompliance