Director HR Business Partner (East Division)

FirstKey Homes•Orlando, FL

About The Position

The Director HRBP provides trusted partnership to a designated group of markets (supporting our East division). As part of the HR leadership team, the Director HRBP serves as a knowledgeable thought partner accelerating problem solving and driving performance in our markets. Oversees and directs the prioritization and delivery of HR solutions to the business, including people processes, culture and belonging, organizational efficiency, compliance, retention and talent management. This role is expected to travel 60-80%. This brief summary is not an all-inclusive description of job duties. Other job duties and responsibilities may also be assigned by the incumbent’s manager at any time based upon Company need.

Requirements

Bachelor’s degree in Business, Human Resources or equivalent work experience and/or education
Minimum of 10 -15 years’ demonstrated experience of strategic execution in Human Resources roles
Demonstrated experience supporting and enforcing HR policy and law (e.g, DOL and EEOC regulations, and employee grievance/relations)
Advanced proficiency using Microsoft Office Suite (Word, Excel, PowerPoint, Outlook)
Experience with Human Capital Management systems (UKG, Workday, etc.)
Experience dealing with significant employee relations issues and corrective actions
Experience coaching employees, including managers
Experience working with, coaching and advising senior leaders in a strategic, professional manner
Personnel and Human Resources — Knowledge of principles and procedures for personnel recruitment, selection, training, compensation and benefits, labor relations and negotiation, and personnel information systems.
Administration and Management — Knowledge of business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership technique, production methods, and coordination of people and resources.
Active Listening — Giving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times.
Critical Thinking — Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems.
Management of Personnel Resources — Motivating, developing, and directing people as they work, identifying the best people for the job.
Social Perceptiveness — Being aware of others' reactions and understanding why they react as they do.
Judgment and Decision Making — Considering the relative costs and benefits of potential actions to choose the most appropriate one.
Complex Problem Solving — Identifying complex problems and reviewing related information to develop and evaluate options and implement solutions.
Monitoring — Monitoring/Assessing performance of yourself, other individuals, or organizations to make improvements or take corrective action.
Time Management — Managing one's own time and the time of others.
Negotiation — Bringing others together and trying to reconcile differences.
Speaking — Talking to others to convey information effectively.
Writing — Communicating effectively in writing as appropriate for the needs of the audience.
Leadership — Job requires a willingness to lead, take charge, and offer opinions and direction.
Integrity — Job requires being honest and ethical.
Initiative — Job requires a willingness to take on responsibilities and challenges.
Achievement/Effort — Job requires establishing and maintaining personally challenging achievement goals and exerting effort toward mastering tasks.
Cooperation — Job requires being pleasant with others on the job and displaying a good-natured, cooperative attitude.
Concern for Others — Job requires being sensitive to others' needs and feelings and being understanding and helpful on the job.
Adaptability/Flexibility — Job requires being open to change (positive or negative) and to considerable variety in the workplace.

Nice To Haves

Professional Human Resource (PHR or SPHR) or SHRM certification (CP or SCP) preferred
Spanish language fluency preferred
Experience working in property management, real estate or similar industry
Experience working in a fast paced, distributed company

Responsibilities

Creates trusted, credible relationships and establishes a strong HR presence with stakeholders to provide HR input in the planning and implementation of key business initiatives.
Works with management teams to develop practical, compliant solutions to various challenges, supporting corporate business goals, positively influencing organizational plans and maximizing successful business outcomes.
Collaborates with management teams to identify capabilities and staffing needed to support business performance.
Leverages a combination of data and first-hand experience with leaders to provide guidance in motivating, engaging and retaining employees.
Provides guidance on critical talent decisions and succession planning.
Collaborates with employees at all levels of the company on sensitive or confidential employment matters by providing sound, practical business savvy advice, facilitating resolution of issues through appropriate conflict management and mediation techniques, conducting investigations and ensuring compliance with Federal, State, local employment regulations, and company policies.
Analyzes the results of employee surveys, focus groups, or exit interviews.
Shares trends with HR or leadership that leads to improvement or sustainability.
Follows-up through outreach to employees and managers and investigates as necessary.
In partnership with ER Manager, assesses trends in employee feedback and makes recommendations to senior leaders on solutions that will support employee engagement and retention.
Provides consultation, guidance and coaching to leaders to address employee behavior and performance concerns, providing guidance and assistance with the development and delivery of appropriate feedback or corrective/disciplinary actions.
Consults, coaches, and educates employees and leaders on policies and guidelines, enabling decision making processes that foster a fair and equitable work environment.
Supports the effective delivery of HR processes and initiatives (e.g., talent acquisition, performance reviews, succession planning, engagement survey feedback, etc.) in the assigned region.
Monitors and evaluates the effectiveness of HR programming and initiatives and provides recommendations on where adjustments need to be made.
Collaborates effectively with the broader HR team to develop people processes and tools that support the stakeholder need.