Early Career Talent Development Programs Specialist  | Talent Development

Jump Trading Group is committed to world class research. We empower exceptional talents in Mathematics, Physics, and Computer Science to seek scientific boundaries, push through them, and apply cutting edge research to global financial markets. Our culture is unique. Constant innovation requires fearlessness, creativity, intellectual honesty, and a relentless competitive streak. We believe in winning together and unlocking unique individual talent by incenting collaboration and mutual respect. At Jump, research outcomes drive more than superior risk adjusted returns. We design, develop, and deploy technologies that change our world, fund start-ups across industries, and partner with leading global research organizations and universities to solve problems.

Jump Trading is hiring an Early Career Talent Development Programs Specialist in Singapore to join our global Talent Development team, a part of our broader People Operations department. In this role, you’ll partner with research, trading and technology leaders across the firm to design and deliver world-class learning and development programs. Our people and culture are our top priority, and we're looking for someone who's passionate about helping others grow in our creative, fast-paced environment. If this sounds like you, we'd love to hear from you.

What You'll Do: 

• Be responsible for partnering with the global Talent Development team to design, drive and execute the high-profile intern and full-time early career talent programs in Singapore (with reach to other APAC offices) across research, trading and technology areas, from strategy and design to day-to-day execution. 
• Work closely with technical & business leads and managers to understand business goals, knowledge/skill needs, team fit dynamics, individual growth opportunities available, and route campus talent to high impact areas. Manage campus talent mobility processes with data, transparency, and empathy.  
• Collaboratively develop new and creative educational programming & development initiatives geared towards Early Career talent by leveraging industry trends, internal & external resources/experts, and ensuring alignment with local culture, customs and perspectives. 
• Partner with stakeholders in the global Early Careers ecosystem (Talent Development, Campus Recruiting, Human Resources, business leaders & mentors) to establish alignment on program structure and goals, educational programming, performance evaluation processes, conversion strategy, internal mobility, employee experience, and retention strategies.  
• Serve as the manager for interns full-time campus hires during their onboarding and upfront project work: Set goals, run 1:1s, deliver timely feedback, coach mentors, and address performance risks early in partnership with HR and business leadership.  
• Contribute to ops/data/logistical tasks: onboarding, scheduling, communication campaigns, workspace/equipment set up, vendor management, content & material coordination, etc.  
• Propose, pilot, and iterate on solutions across the Early Career lifecycle; scale what works and challenge legacy processes when a better approach exists. Ensure that Early Careers initiatives represent and promote Firm’s culture. 
• Contribute to projects within the broader Talent Development team and People Operations organization as needs arise, and ensure alignment across Early Careers efforts and broader organizational programs. 
• Other duties as assigned or needed.

Skills You’ll Need:  

• At least 5 years of experience working in a Talent/Learning Development, Campus Recruitment or HR Business Partner role, including experience working with campus/early careers talent. 
• Experience in financial services, quantitative trading, hedge funds, or high-performance technology environments. 
• Outstanding interpersonal skills that build relationships at all levels across the organization with the ability to influence, collaborate, and build consensus; has partnered directly with business managers, not just HR - can sit across from a trading desk head or engineering lead, understand their real challenges, and translate them into targeted development interventions. 
• Leadership experience & ownership of outcomes, in either people or project management.  
• Experience in diagnosing organizational and individual development needs and designing and implementing relevant support/development initiatives.  
• Strong business acumen, self-directed, results-oriented and the ability to manage frequently changing priorities and projects, in a flat environment. 
• Strong documentation and data fluency, and meticulous, error-free data entry in systems like Workday, Learning Management Systems, excel spreadsheets, etc. Values clean, complete data and uses it to build simple reports/dashboards that surface insights and drive decisions.  
• Innate curiosity about the work people do and how they do it.  
• Reliable and predictable availability.