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HR Business Partner

3 months ago

Jacksonville, United States The Ladders Full time
SUMMARY OF POSITION:

As a member of the Dream Finders Homes HR organization, the Human Resource Business Partner (HRBP) will assist with providing world-class strategic people solutions and guidance to assigned regional executives, senior leaders, managers, and team members of assigned Divisions and/or geographic areas - with a primary focus on tactical execution and support of internal manager clients. The HRBP is responsible for supporting and ensuring the execution of initiatives that build trust, employee engagement, leadership effectiveness, leadership development, and workforce efficiency for a diverse workforce in an emerging and fast-paced enterprise.

This position carries explicitly out responsibilities that include but are not limited to, the following functional areas: Employee relations, engagement, and retention, onboarding experience, benefits and leave administration, performance management, policy implementation and interpretation, leadership development and training, investigations, and employment law compliance.

ESSENTIAL DUTIES AND RESPONSIBILITIES:

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. Other duties may be assigned.

  • Identifies, activates, and delivers HR solutions that impact the company's ability to meet business objectives that add necessary value and are measurable. Must accurately diagnose organization issues, develop solutions, and implement action plans.
  • Partners with appropriate Corporate Functional HR support to execute HR strategies, initiatives, and programs to support business objectives at a Region / Division and/or Functional level
  • Plans, manages, and coordinates various HR functions and organizes and schedules all necessary resources to accomplish activities.
  • Leadership activity will include collaborating with Learning & Development and Talent Acquisition & Management through proper succession planning programs for key contributor and management positions, learning and development programs for preparing employees for career advancement, and employee development programs to enhance employee knowledge and understanding of the business of the company and the industry.
  • Execute area/business unit/functional-level strategies to improve organizational health and culture. Lead and participate in diversity & inclusion initiatives.
  • Coaches and advises managers, supporting multiple functions/departments on employee and labor relation matters.
  • Participates as a critical member of the Regional operating unit and/or functional department leadership team providing people solutions to improve business impact.
  • Proposes HR solutions and/or organizational changes at an operating unit and/or department level based upon an analysis of operational opportunities.
  • Hires leads, develops, and coaches members of the HR Organization.
  • Develops written and oral presentations that have high clarity and impact. Provides regular written reports to business unit and/or functional department leadership as needed.
  • Serves as an advisor to management for employment-related legal issues and ensures local compliance with federal, state, provincial, and local employment laws.
  • Execute organizational change initiatives that support the company's strategic business framework.
  • Proactively identifies and applies new ideas to adapt to changing work demands.
  • Partners with the Head of HR to identify and prioritize opportunities for process improvement and new initiatives.
  • Provides technical advice, knowledge, coaching, and guidance to others within the human resources discipline.
  • Partner with local teams to ensure ongoing recruitment outreach.
  • Oversees/monitors new employee orientation to foster engagement.
  • Oversees employee separation notices and related documentation and orchestrates and/or conducts exit interviews to determine reasons behind separations.
  • Prepares reports and recommends procedures to reduce absenteeism and turnover.
  • Oversees training on company policy, programs, and other issues as they arise in the region.
  • Participates in the budget process; analyzes data (year-to-date, year-over-year, to budget, to prior year, etc.)
QUALIFICATIONS AND SKILLS:
  • Possess & leverage human resource discipline, operational and/or business acumen to influence shareholder value.
  • Understanding of, and some experience with, most or all core aspects of Human Resource Management (staffing; employee relations; performance management; leadership development; training).
  • Ability to think strategically and translate concepts into actionable items
  • Must possess consultative style and approach with proven ability to develop credible relationships with business partners
  • Strong analytical & diagnostic skills. Utilizes data analytics to identify People insights to make proactive solutions.
  • Ability to assess & develop individuals' knowledge, skills, and ability. Talent management and succession planning experience preferred
  • Innovative mindset identifying new ways to solve work problems resulting in unique/differentiated solutions.
  • Ability to gain acceptance of ideas and commitment to action that support specific work outcomes through professional influence. Courage to make tough decisions and deliver difficult messages with professionalism and poise
  • Must possess strong verbal and written communication skills. Ability to present their point of view in varied business situations
  • Ability to understand the business operations from both a strategic and tactical perspective
  • Ability to effectively manage multiple projects with overlapping tasks and work independently with minimal supervision
EDUCATION AND EXPERIENCE:
  • Bachelor's Degree in human resources, business administration or related degree preferred OR 5-7 years of related Human Resources experience required, 5-7 years of experience in Human Resources (Business Partner) in a geographically disbursed industry a plus with High School Diploma / GED required
  • PHR/CP, SPHR/SCP certification preferred, but not required
  • 5+ years of Employee Relations experience required.
  • Understanding of HR employment laws such as EEO/AA, FMLA, ADA, ERISA, etc.
  • In-depth knowledge of Human Resources best practice strategies and policies, regulatory and legal principles, practices, standards, and procedures
  • Expertise in Microsoft Office Suite, including Word, Excel, and PowerPoint
  • ADP WFN Experience, a plus
WORK ENVIRONMENT:
  • Visit company-owned offices and field sites across several states. Ability to travel up to 50% of the time, locally and overnight.
  • The work environment is representative of an office/field setting
  • The noise level in the work environment is usually quiet to moderate
  • Reasonable accommodation can be made to enable employees with disabilities to perform the essential functions of the job described.


PHYSICAL DEMANDS:

While performing the responsibilities of the job, the employee is required to talk and hear. Vision

abilities required by the job are close vision. The employee is often required to sit and use their

hands and fingers to handle, feel, and operate office equipment such as a computer, copier, and office supplies.

In addition, the employee is occasionally required to stand, walk, reach with their arms and hands, and to stoop, kneel or crouch. Reasonable accommodation can be made to enable employees with disabilities to perform the essential functions of the job described.

Note: This document describes the minimum, essential duties, responsibilities, skills, abilities, effort, and working conditions of the position. It in no way implies that these are the only functions to be performed by the incumbent. Workers are required to follow any other job-related instructions and to perform any job-related functions requested by a supervisor or manager. Successful performance requires that the incumbent possess and utilize the abilities and skills described. All functions are subject to reasonable modification to accommodate individuals with disabilities. Some functions may exclude individuals who pose a direct threat or significant risk to the health and safety of themselves or others.

Equal Opportunity Employer