Human Resources Business Partner

Century Communities, Inc.•Greenwood Village, CO

1d•$85,000 - $110,000•Onsite

About The Position

The Human Resources Business Partner serves as the first point of contact for assigned leaders and employees, translating business priorities into practical people strategies and advising on employee relations, performance management, and compliance across a multi-state workforce. This is an on-site position at Century Communities’ corporate offices in Greenwood Village, Colorado. Occasional travel may be required.

Requirements

Act with integrity, professionalism, and confidentiality, with keen attention to detail.
Strong customer service skills and business acumen.
Strong analytical and problem-solving skills and excellent verbal, written, and presentation skills.
Strong employee relations, investigation, performance management, and risk-assessment capabilities.
Knowledge of employment-related laws and HR practices across multiple states.
Ability to manage competing priorities and meet deadlines.
Proficiency with Microsoft Office Suite and HRIS systems.
Bachelor’s degree in Human Resources, Business, or a related field, or an equivalent combination of education and experience.
Five or more years of progressive Human Resources experience across multiple disciplines, including business partnership and employee relations.
Familiarity with leave practices, including FMLA and related state and federal regulations.

Nice To Haves

Experience with Workday or Rippling.
Employee relations and compliance experience spanning multiple states.
SPHR, PHR, SHRM-SCP, or SHRM-CP certification.

Responsibilities

Serve as the primary HR partner to assigned leaders and employees, advising on workforce needs and recommending solutions.
Lead new-hire onboarding and offboarding processes, including related documentation and communications.
Manage employee relations matters and lead workplace investigations through resolution, partnering with the Senior Director, HR Business Partner Team Lead on escalated and sensitive matters.
Advise on performance management and related employment matters across multiple states, considering employment law and company policy.
Facilitate talent and nine-box reviews and track agreed actions through completion.
Use workforce data and employee insights to identify trends and inform workforce planning.
Use the HRIS to maintain organizational charts, reporting structures, employee documents, and electronic employee records.
Partner with HR Operations and centers of expertise on employee changes, leave, and accommodations to ensure timely handoffs.
Lead meetings and present clear recommendations to managers and leadership audiences.
Lead or contribute to HR projects, change initiatives, and process improvements.
Perform other duties as assigned.