Senior Human Resources Business Partner Technology and Platforms

You will partner with Technology and Platform leaders on people strategy, organizational design, workforce planning, hiring, performance, retention, and leadership development. You will develop leveling and career frameworks, scale onboarding, coach managers, guide compensation decisions, lead change management, address employee relations issues, and use people data to identify risks and inform decisions.

Responsibilities

• Set people strategy for Technology and Platform organizations
• Lead organizational design, including team structures, spans of control, reporting lines, and role definitions
• Build multi-quarter workforce plans and model growth scenarios
• Maintain leveling and career frameworks for technical roles
• Partner with Talent Acquisition on technical hiring priorities and candidate experience
• Scale onboarding and ramp-up for technical hires
• Ensure managers support 30-, 60-, and 90-day milestones and development plans
• Coach managers and develop technical leadership capability
• Define learning priorities and role-based development paths
• Guide managers through goal setting, calibration, performance reviews, feedback cycles, and development planning
• Advise leadership on compensation, rewards, and retention actions
• Address employee concerns, sensitive issues, and escalations
• Lead people-side change management for reorganizations and operating-model changes
• Use people data to identify trends, risks, and workforce-planning insights

Requirements

• Bachelor's degree in human resources, business administration, organizational psychology, or a related field
• 5+ years of strategic HR business partner experience
• Experience in big tech, fintech, or high-growth environments preferred
• Business acumen related to trading or investment business dynamics
• 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 manage sensitive and confidential matters
• Ability to use HR data and metrics for decision-making