Director, HRBP

Lennar•Waterford, FL

About The Position

The Director, HR Business Partner is a strategic HR partner responsible for driving business results across assigned Corporate functions. Reporting to Corporate HR leadership, this role serves as a trusted advisor to senior business leaders, aligning people strategies with business priorities and organizational goals. This role partners closely with VP and SVP-level leaders to influence organizational effectiveness, workforce strategy, associate experience, and talent outcomes. The Director, HRBP provides strategic guidance across the associate lifecycle, leads complex organizational initiatives, and collaborates with HR Centers of Excellence to deliver solutions that support business growth and a high-performing culture. If you thrive in a fast-paced environment, enjoy solving complex organizational challenges, and are passionate about connecting people strategy to business results, this is an opportunity to make a meaningful impact across Lennar's Corporate organization.

Requirements

Significant experience as a strategic HR Business Partner supporting senior leaders in a complex corporate environment.
Proven ability to serve as a trusted advisor to executive leaders and influence business decisions through people strategy.
Strong experience with organizational design, change management, workforce planning, and talent strategy.
Demonstrated experience managing complex associate relations matters and advising leaders through challenging situations.
Strong knowledge of employment laws and HR best practices, including EEO, ADA, FMLA, and LOA requirements.
Ability to analyze workforce data, identify trends, and translate insights into actionable recommendations.
Exceptional communication, coaching, and relationship-building skills with the ability to influence stakeholders at all levels.
Strong business acumen with the ability to connect HR strategy to measurable business outcomes.
Experience partnering cross-functionally with Talent Acquisition, Compensation, Learning & Development, HR Operations, and HRIS teams.
Ability to navigate ambiguity, manage competing priorities, and operate effectively in a fast-paced environment.
High degree of integrity, discretion, and sound judgment when handling confidential and sensitive matters.
Passion for creating exceptional associate experiences and building a culture where people can thrive.

Responsibilities

Serve as a trusted strategic advisor to senior leaders (VP/SVP and above) across assigned Corporate business lines, aligning HR strategy with business priorities.
Lead organizational design and change management initiatives, including reorganizations, workforce reductions, and business integrations.
Partner with executive leadership to shape and roll out culture and engagement initiatives (e.g., culture roadmaps, associate listening sessions, pulse surveys).
Liaise between field/business HR partners and Corporate HR operations to ensure alignment, escalate emerging risks, and maintain a consistent associate experience.
Manage complex, sensitive, or escalated associate relations matters, including investigations, disciplinary actions, and involuntary separations.
Advise managers on appropriate documentation, coaching, and corrective action, ensuring consistent and legally sound resolution.
Conduct and analyze exit and stay interviews to identify retention risks and emerging trends.
Partner with Talent Experience and Learning & Development to execute leadership development programs, high-potential talent nominations, and succession planning reviews.
Guide managers through the performance management lifecycle, from goal-setting through calibration and promotion decisions.
Support early-career and future-builder pipeline programs in partnership with Talent Acquisition.
Analyze turnover, retention, and engagement data to identify organizational health trends and present findings and recommendations to senior leadership.
Partner with department leaders on workforce planning, headcount forecasting, and staffing priorities.
Build and maintain organizational health reporting and talent slates to proactively address risk areas.
Partner with Compensation to evaluate internal equity, market competitiveness, and total compensation for roles within supported business lines.
Review and advise on incentive agreements, promotions, and off-cycle pay actions.
Support total compensation communication and statement distribution for associates.
Partner with HRIS/IT on the planning and rollout of HR systems and process changes, representing business needs during implementation.
Maintain current knowledge of federal and state employment law (EEO, ADA, FMLA, LOA) and ensure HR practices remain compliant.
Develop and maintain job aids, scripts, and process documentation to standardize HR practices across supported business lines.