Organizational Development Manager

Organizational Development Manager

IMC Financial Markets is a proprietary trading firm and market maker for various financial instruments listed on exchanges throughout the world.

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Job Description

LIFE AT IMC AS ORGANIZATIONAL DEVELOPMENT MANAGER

 

WHO WE ARE AND WHAT WE DO

IMC is a leading global market maker, using algorithmic trading and advanced technology to buy and sell securities on multiple trading venues worldwide. We provide liquidity to the financial markets, driving efficiencies for buyers and sellers.

 

Founded in 1989, we are an ambitious, innovative company and identified early on the importance technology would play in the fast-paced evolution of trading. This entrepreneurial spirit still drives us today and can be found in all of our offices around the world.

 

OUR TEAM

We now operate globally from offices in Europe, the US and Asia Pacific. Our employees work closely together in multidisciplinary teams, making our success possible.

 

Technology - At IMC, technology is not a department, it is at the heart of everything we do. Our technologists push the limits of possibility, and then look beyond. In our fast-paced environment, short feedback loops mean projects worked on in the morning can enter production the next day.

 

Trading – Although our traders come from many backgrounds they all have one thing in common: they are at their best solving complex problems. Their insight into global events, market shifts and pricing ensure we are trading in the right place, at the right time.

 

Business Support - Around the world, IMC’s business support teams are essential for sustaining our success. In our dynamic environment, we have many exciting challenges and multidisciplinary opportunities to shape our operations and make a real impact.

 

OUR CULTURE

Our employees are our greatest asset so we give them lots of responsibility and the support they need to make a difference. Our flat structure fosters a culture of openness and collaboration, encouraging the sharing of ideas and knowledge. It makes no difference if you have been with us for three days or three years, the best idea wins.

 

While we work hard, we also have a lot of fun; whether solving complex challenges or in team building, leisure and sporting activities. IMC also enables its employees to contribute towards a better society through our foundation.

 

Role Scope - OD Manager

Provide guidance and support to the HRBP’s with regard to optimizing the performance within the Business Partner (BP) teams. Experienced OD Manager will act as a critical partner to the BP team to challenge and assess improvement opportunities with a focus on process optimization and operational efficiency.

OD work contributes to the sustained health and effectiveness of the organization and uses real data from organizational, behavioral and psychological sources to diagnose current and potential issues. The work is planned and systemic in its focus and takes into account the whole organization. OD practitioners help create alignment between different activities, projects and initiatives and ensure that initiatives are not disparate or ad-hoc across the organization.

Ultimately, we believe the HRBP’s are primarily focused on the short to medium term aspects of the organization whereas the OD Manager will focus on medium to longer term aspects. Our strategic intent is to ensure synergies across both HRBP and OD priorities, resulting in effective partnering and collaboration in line with the overall business strategy and goals of IMC

 

Key Accountabilities

Performance

  • Review performance management and provide guidance on what is the most effective way of running enterprise functional performance reviews:
    • Drive the IMC Performance Review process
    • People Days – assess the viability of existing processes and internal tools by analyzing key data to drive incremental improvement. This would include but not be limited to changes in behavior/ratings e.g. looking at organizational/team/individual/D&I trends, etc.

Learning & Development/Coaching

  • Constantly reviewing the training offerings and adapting the training content and roadmap accordingly
  • Putting together lesson plans if BP’s are rolling out information (or sometimes the OD Manager will do this across the organization themselves) e.g. Training on: a) Completing the performance reviews (for new hires or Managers) b) MBTI for groups c) acting as an “external coach” to the BP’s for say intermediate managers who may also do 360 coaching sessions
  • Developing clear content and support materials on career progression opportunities at IMC
  • Aligning and reviewing KSB, KSS, KSI and our values and how they all link together and play a part in optimally driving performance
  • Review the Onboarding plans for new starters and determine if existing approach is eliciting optimal performance i.e. first day induction plus ongoing onboarding for new starters in general

Consulting to BP’s and Senior Managers

  • If there is a change management piece of work, this role can provide managers and BP’s with information around what does change look like while assessing cultural impact and necessary communication streams

Broader projects

  • Work with Head of HR and BP’s to get clear on the HR calendar and initiatives roll for the year e.g. putting together the performance review and Talent Talk cycles

HR Business Partnering

  • Responsible as the HR Business Partnering to the Business Operations team

Working closely with Head of HR (HRD)

  • Assisting on various projects where collation of material is necessary across all functions in the organization that relate to BP/performance e.g. engagement & pulse survey ongoing analyses
  • Onboarding trends – how are we faring given current market conditions
  • Offboarding/Exit Interview trends – how do we fare?
  • Staying on top of research and trends in the industry and market conditions (like candidates, teleworking etc.) that could impact the culture or recruiting efforts e.g. Utilization of Gartner Research Council, networking etc. 

 

Key Interpersonal Attributes

Influencing skills

  • Effective communication skills - blend of presence and humility
  • Coaching ability - thrives in a feedback heavy culture
  • Analytical skills - insightful with the ability to leverage data to build convincing business cases

Resilience

  • Self-sufficiency in personality and depth of expertise
  • Seeks first to learn and contextualize before making plans to implement or influence change
  • Being able to balance patience vs. delivery goals and deploy each appropriately

Business Acumen

  • A blend and balance of pragmatism and judgement with initiatives to the business
  • Change Agent - ability to influence change at a pace that requires healthy disruption and practical innovation balanced by the existing organizational culture

Personal values that intrinsically win respect and are aligned to IMC’s values

  • Models behaviors of good people management, accountability and discipline
  • Winning the trust of leaders, line managers and employees

Experience

  • Experience in high performing and forward-thinking/moving organizations – industry agnostic (tech focused, innovative companies offer similar operating cadence)
  • Qualifications in HR, Psychology, Behavioral Science and/or Business. Ideally Bachelors and Masters qualifications
  • Minimum 10 years’ experience in the HR space with focused time spent in Organization Development specifically

OUR HIRING PROCESS

To set you up for success, you can find our hiring process including tips on applying and interviewing with us on our website. Now it’s up to you! Apply today to start an amazing journey with IMC.