HR Business Partner, tastytrade

• Business acumen and an understanding of how technical teams operate, what drives their decisions, and how people strategy connects to outcomes
• Willingness to push back, ask the harder question, and advocate for what is right
• Sound judgment in employee relations situations and comfort knowing what to own versus escalate
• Ease operating in ambiguity and fast-moving environments
• Ability to translate HR data and metrics into narratives that resonate with non-HR leaders
• Bachelor's degree, preferably in Business Administration or Human Resources
• 5 to 7+ years of progressive HR experience, with the majority in a direct HRBP role; this role requires someone who has owned the seat, not observed it
• Direct, sustained experience supporting engineering and other technical client groups
• Demonstrated experience supporting organizations through meaningful change, growth or scaling, including navigating org design, leveling challenges, and the ambiguity of transitioning from a smaller to a mid-to-large organization
• Working fluency in technology compensation and the ability to hold an independent point of view in compensation conversations with leaders

Desirable

• Role: HR Business Partner - Technology
• We are hiring an HR Business Partner dedicated to supporting our Technology organization in North America
• This is a high-impact role for an HR professional who has been in a hands-on HRBP role supporting engineers and technical teams through the realities of a scaling organization
• IG Group is growing, and with that comes the need for an experienced partner who can help navigate org design, leveling complexity, and an evolving people landscape while operating as a true thought partner to their leaders
• Serve as the primary HR partner to Technology leaders across software engineering, product delivery, IT support, and technical operations
• Partner with leaders from Manager to VP on org design, workforce planning, headcount strategy, and team structure as the business scales
• Bring a proactive, diagnostic lens to people challenges, identifying the real problem before recommending a solution
• Advocate for the Technology team's needs internally, including navigating policy, process, and cross-functional challenges on their behalf
• Support performance management processes, calibration conversations, and talent reviews across engineering and technical functions
• Coach and enable managers at all levels, from first-time engineering managers to seasoned technical leaders, on leadership effectiveness, team dynamics, and people decisions
• Contribute to succession planning conversations and help leaders identify and develop top talent within their teams
• Serve as the primary point of contact on compensation questions for the Technology organization, including pricing technical roles, interpreting market data, and advising leaders on band positioning and offer strategy, with the ability to hold an independent point of view and advocate when the data supports a change
• Support employee relations matters including performance management, conflict resolution, and workplace investigations, escalating appropriately to Legal or senior HR when warranted
• Maintain awareness of and adherence to employment law, company policy, and regulatory requirements relevant to a CFTC/NFA/FINRA-regulated environment
• Ensure consistent documentation and application of people practices across the Technology organization
• Partner with Talent Acquisition on hiring strategy, role scoping, and offer decisions for technical roles, and ensure timely, well-governed delivery of talent processes in partnership with HR stakeholders
• Identify opportunities to improve or simplify HR processes in ways that reduce friction for the business and scale with organizational growth
• Use HR data, people metrics, and technology tools to spot trends, surface insights, and support the function with the right solutions as the organization evolves