Human Resources Business Partner

August 21

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DRW

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At DRW, we identify and capture trading and investment opportunities globally$1. .$1

trading • technology • research • négociation • technologie

1001 - 5000

Description

• 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.

Requirements

• 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.

Benefits

• 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.