Director, Human Resources

Apex Fintech Solutions (AFS) powers innovation and the future of digital wealth management by processing millions of transactions daily, to simplify, automate, and facilitate access to financial markets for all. Our robust suite of fintech solutions enables us to support clients such as Stash, Betterment, SoFi, and WeBull, and more than 20 million of our clients' customers. 

Collectively, AFS creates an environment in which companies with the biggest ideas in fintech are empowered to change the world. We are based in Dallas, TX and also have offices in Austin, New York, Chicago, Los Angeles, Portland, and Belfast. 

If you are seeking a fast-paced and entrepreneurial environment where you'll have the opportunity to make an immediate impact, and you have the guts to change everything, this is the place for you. 

AFS has received a number of prestigious industry awards, including:

• 2021, 2020, 2019, and 2018 Best Wealth Management Company - presented by Fintech Breakthrough Awards
• 2021 Most Innovative Companies - presented by Fast Company
• 2021 Best API & Best Trading Technology - presented by Global Fintech Awards

Apex Fintech Solutions is the custody and clearing engine for the future of digital wealth. We help our clients provide the seamless digital experiences today’s consumers expect, reach more investors, and serve them profitably. We deliver unmatched speed, efficiency and flexibility to firms ranging from innovative start-ups to blue-chip brands focused on growth.

As the Director of Human Resources, you will lead the HR Business Partner team in their efforts to maximize the contribution that HR makes for the firm. We are looking for an exceptionally driven individual to help us deliver a first-class and friction-less employee experience. The Director, Human Resources role reports to the VP, Human Resources, and will also partner closely with other HR Departments (Centers of Expertise – CoEs) across both Apex and, our parent company, PEAK6.

What you will do:

• Oversee & lead a group of HR Business Partners, providing coaching and acting as a subject matter expert
• Partner with HR colleagues and leaders to develop insights and implement people priorities
• Work with various individuals across the organization to ensure flawless planning and execution of changes, taking into consideration effective organizational and culture change principles
• Collaborate with HR CoE’s on various projects as they arise. This may include: HRIS, performance management, enterprise-wide management/leadership initiatives, succession planning, DEI & internal communications
• Work collaboratively and inclusively with peers and stakeholders; establish and nurture relationships at all levels across the organization and work effectively and inclusively 
• Partners with management to ensure fairness and equity across the organization in the implementation of HR policies and programs 

Organization Design & Development 

• Ensure business units are appropriately designed to deliver maximum impact in the short and long term by analyzing data on organization structure, accountabilities and spans of control
• Lead organization-wide programs focused on delivering initiatives that drive employee engagement

Talent & Performance Management 

• Lead and address talent and performance management efforts at the business unit level 
• Help create and maintain a high-performance culture by assisting with ongoing change, restructuring the organization as necessary, delivering programs that reward and recognize key employee capabilities, behaviors, and performance
• Implement and manage the business unit succession planning process and methodology, ensuring integration across other critical people processes 
• Challenge managers and leaders to adopt a performance-driven culture underpinned by strong performance management capability 

Employee Engagement

• Devise and implement timely and practical interventions by drawing critical insights from the employee engagement survey 
• Drive and implements engagement initiatives through outlining key drivers of engagement and their link to organizational performance

Employee Relations 

• Develop & implement plans to effectively resolve people/organizational issues as they arise 
• Manage and resolve ER issues through effective and objective investigation processes, ensuring adherence to appropriate employment laws and organizational policies 
• Develop comprehensive guidance for managers and leaders on ER issues and take the lead on resolving complex ER issues that create significant risk to the