Experience:
5+ years of experience
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Employment Type:
Full time
Posted:
8/4/2019
Job Category:
Business Development
SVP, People and Development
(This job is no longer available)
Backstop Solutions | Chicago, IL
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Job Description

Join a growing team of passionate, self-motivated, talented, and creative people with big ideas about the future of software for the investment industry. Backstop is the leading cloud-base operating platform for the institutional investment community. Over the last few years, we have grown considerably, won several awards, and built a lot of great software. Backstoppers take our customers and our service very seriously, but pride ourselves on not taking ourselves too seriously in the process.

The SVP of People & Development will support the overall business in aspects which assist the CEO in planning, facilitating and communicating the organization's plans for the future regarding the people function of the organization. Specific responsibilities include supporting the current expansion and future growth by providing dynamic leadership as the principal architect regarding the development and execution of the Company's people strategy across all levels of the organization.

The position reports to the CEO. The position will work closely with all members of the executive team.

Strategic Responsibilities:

* Contribute to the business strategy and work with business leaders to develop local and companywide strategies guided by overall organizational goals.
* Function as a strategic business advisor to the CEO and senior team regarding key organizational and management opportunities with the goal of fostering teamwork, development, and effective execution among leadership - consistently demonstrates ability to motivate, coach, mentor, and build the leadership team.
* Connect and align organizational capabilities to the organization's growth strategy through programs, communications, and events that enable increasingly high levels of performance.
* Assist the senior leadership in identifying the next generation of leaders across the firm who have the potential for broader leadership roles and ensure their development for those roles; design and implement a program to develop bench strength.
* Foster an environment that strives for client service excellence connecting the employee and client journey.
* Develop and strengthen the organization learning platform to ensure continuous reskilling of talent, particularly relevant to the business of our clients and our industry domain space.
* M&A integration
* Continue to reinforce and defend the organization's strong culture, employer brand, and position as a talent destination.
* Lead, develop, mentor, and inspire the People and Development team to contribute both strategically and tactically to the Company's overall organization goals.
* Lead as a People champion by being an advocate for all employees, and in partnership with executive leaders, utilize eNPS and critical people data in order to create an overall organizational people strategy that cultivates evolving company culture.
* Support continued constructive collaboration at all levels of the Company in order to assist the CEO to lead and shape the future direction and culture.
* Facilitate employee growth through career path and other learning opportunities that empower employees to attain their personal career development goals. Preserve high talent retention, particularly in pivotal roles.
* Work with the CEO and senior leadership team to calibrate and assess the capabilities of existing leadership and identify needs (roles, structure, operating models, etc.) needed in context of the operating style, expansion through acquisition and continued growth.
* Ensure an environment of operational excellence with best in class HR practices, systems and technologies that create repeatable and predictable processes that support long-term strategy.
* Translate business vision and strategy into talent programs with the goal of attracting, developing, and retaining high performing, high potential company promoters, building the organizational support and infrastructure necessary to do so.
* Activate job scorecard program that aligns and measures organizational, team, and individual performance outcomes.
* Provide leadership and direction regarding the talent planning strategies for the Company.
* Collaborate with all leaders ongoing to ensure talent implications are being considered in workforce planning, organizational development and change management, and effectively communicating changes throughout the organization.
* Partner with the leadership team to develop or provide resources externally and implement a wide range of learning and development programs to promote internal growth, close performance gaps, and development - i.e. intern, leadership, rotational, specific role skill development, onboarding, mentoring, coaching, teambuilding etc.
* Analyze, propose and implement changes to the Company's total rewards to ensure a competitive overall benefit package, collaborating with senior team to ensure in line with the future goals of the company.
* Analyze and refine the technological processes within the HR function.

People and Development Team Responsibilities:

* Lead, develop, mentor, and inspire the People and Development team to contribute both strategically and tactically to the Company's overall organization goals.
* Lead as a People champion by being an advocate for all employees, and in partnership with executive leaders, utilize eNPS and critical people data in order to create an overall organizational people strategy that cultivates evolving company culture.
* Support continued constructive collaboration at all levels of the Company in order to assist the CEO to lead and shape the future direction and culture.
* Facilitate employee growth through career path and other learning opportunities that empower employees to attain their personal career development goals. Preserve high talent retention, particularly in pivotal roles.
* Work with the CEO and senior leadership team to calibrate and assess the capabilities of existing leadership and identify needs (roles, structure, operating models, etc.) needed in context of the operating style, expansion through acquisition and continued growth.
* Ensure an environment of operational excellence with best in class HR practices, systems and technologies that create repeatable and predictable processes that support long-term strategy.

Talent Acquisition and Development Responsibilities

* Translate business vision and strategy into talent programs with the goal of attracting, developing, and retaining high performing, high potential company promoters, building the organizational support and infrastructure necessary to do so.
* Activate job scorecard program that aligns and measures organizational, team, and individual performance outcomes.
* Provide leadership and direction regarding the talent planning strategies for the Company.
* Collaborate with all leaders ongoing to ensure talent implications are being considered in workforce planning, organizational development and change management, and effectively communicating changes throughout the organization.
* Partner with the leadership team to develop or provide resources externally and implement a wide range of learning and development programs to promote internal growth, close performance gaps, and development - i.e. intern, leadership, rotational, specific role skill development, onboarding, mentoring, coaching, teambuilding etc.
* Analyze, propose and implement changes to the Company's total rewards to ensure a competitive overall benefit package, collaborating with senior team to ensure in line with the future goals of the company.
* Analyze and refine the technological processes within the HR function.

Experience and Skills

The ideal individual will have demonstrable success developing, implementing and improving talent processes, metrics and tools to enable wide-spread alignment between strategy and talent. This individual will have strong experience across many aspects of HR and talent - business support in areas such as leadership development, performance management, compensation, organizational design and employee relations. This leader will bring experience putting people-related plans into place and executing with a strong focus on results, in a high-growth fast paced technology environment. Critical to this person's success will be his/her ability to bring innovation and creativity to the role. This individual must possess mature confidence and the ability to lead and manage change in a very dynamic environment. This is someone who challenges existing convention for the best business outcome.

* Bachelor's degree with a Masters in a related discipline preferred, accompanied by a minimum of 10 years of progressive experience in organizational development, executive succession planning, leading organizational change and change management initiatives.
* The ability to bring innovation and creativity to the role.
* Highly developed interpersonal, influencing and coaching skills.
* Proven written and verbal communication skills with ability to convey strategies and complex information effectively within all levels of the organization.
* Demonstrated leadership ability to effectively work with and influence cross-functional teams.
* Approachable and able to build trusted relationships.
* Business results oriented.
* This leader will have a strong executive presence while at the same time possessing humility and the desire and ability to remain hands on in a lean environment. They will be a good listener and observer of the organizational culture and understand how to influence the culture
* A problem-solver who is regarded as highly adept at resolving complex issues. Intelligent and a quick thinker.
* An individual who possesses proven analytical and influencing skills and an exceptional ability to build credibility quickly at all levels within an organization
* A person with a demonstrated ability to manage and work within a team - setting clear expectations, delivering feedback, developing subordinates' skills and identifying opportunities for growth
* A person who synthesizes complex or diverse information and displays willingness to make timely decisions and execute aggressively on action plans, exhibiting sound judgment and balancing conflicting needs
* A person with a proven ability to focus, motivate and develop people. They will be willing and able to make decisions but at the same time able to delegate, empower and let go.
* Experienced Leader/Doer, with proven results and the ability to manage change and challenge existing convention to find the "best" business solution.

Job Benefits

* Comprehensive pay and benefits package including medical, dental, vision, life & disability
* Unlimited vacation time
* 401(k) company match
* Professional organization memberships
* Intelligentsia coffee and espresso
* Game room, team events and quarterly company parties
* Weekly games, beer and snacks
* Casual work environment, jeans encouraged (when not visiting clients)
* Work with smart, cool and dedicated folks
* The chance to work for a growing service provider in the alternative financial industry

We are an equal opportunity workplace and an affirmative action employer that values diversity at all levels. All individuals, regardless of disability, veteran status, or personal characteristic, are encouraged to apply. Diversity and inclusion is both embraced and is a recognized business advantage. If you are an individual with a disability and you need an accommodation during the interview process, please reach out to your recruiter.

About Backstop Solutions

Backstop Solutions Group, LLC (BSG) is an award-winning provider of innovative software to alternative asset managers, including funds of funds, hedge funds, family offices and endowments of all sizes. Founded in 2003 with backing from investment managers, BSG has quickly grown to service a clientele with more than $180 billion in assets under management.