Human Resources Business Partner

DRW is a diversified trading firm with over 3 decades of experience bringing sophisticated technology and exceptional people together to operate in markets around the world. We value autonomy and the ability to quickly pivot to capture opportunities, so we operate using our own capital and trading at our own risk.

Headquartered in Chicago with offices throughout the U.S., Canada, Europe, and Asia, we trade a variety of asset classes including Fixed Income, ETFs, Equities, FX, Commodities and Energy across all major global markets. We have also leveraged our expertise and technology to expand into three non-traditional strategies: real estate, venture capital and cryptoassets.

We operate with respect, curiosity and open minds. The people who thrive here share our belief that it’s not just what we do that matters–it's how we do it. DRW is a place of high expectations, integrity, innovation and a willingness to challenge consensus.

Human Resource Business Partner

Our Human Resources team is seeking a Human Resources Business Partner (HRBP) for our London office. The HRBP is a strategic role within the Talent Management team that involves working closely with business leaders and managers to achieve the firm and team's goals, specifically in relation to human capital. The HRBP acts as a consultant on human resources-related initiatives and provides strategic HR leadership that helps drive the employee experience.

• 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.
• 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.

HR Business Partners areas of focus:

• Strategic Partnership: Serve as a strategic partner to business leaders, providing guidance on HR matters and ensuring alignment between HR strategies and business objectives.
• Talent Management: Leads talent management, development, and retention strategies. Work with management to identify staffing needs, facilitate workforce planning, and ensure a robust talent pipeline.
• Employee Relations: 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.
• Performance Management: Implement and oversee performance management, including performance reviews, goal setting, and performance improvement plans. Coach managers on effective performance management techniques.
• Organizational Development: 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.
• Compensation and Benefits: Partner with the Talent Experience team to develop competitive compensation and benefits packages that attract and retain talent.
• Training and Development: 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.
• Compliance: Ensure compliance with all legal and regulatory requirements in relation to employment. Stay updated on HR best practices and labor laws.
• Change Management: 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.
• HR Metrics and Analysis: 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.