Senior Human Resources Business Partner

NFM Lending•Glen Burnie, MD

2d•$50 - $55•Onsite

About The Position

The Senior Human Resources Business Partner (West Coast) is a hands-on professional responsible for overseeing multiple facets of the HR life cycle while serving as a trusted advisor to business entity leaders and team members. This role requires an experienced HR professional who possesses strong technical HR consulting skills and is adept at collaborating with leadership to drive employee engagement, retention, and organizational effectiveness. This role will also work to provide initiatives to improve workplace culture and engagement.

Requirements

Bachelor’s degree in HRM, Business, Communications or Psychology
HR Certification (SHRM or HRCI) with California Credentialing
Mortgage Industry experience required.
6 years’ experience in Human Resources
two years’ HR Business Partner Experience
Experience working within a fast-paced, complex, and dynamic business environment
Experience working on the West Coast and with multiple human resource disciplines, including compensation practices, employee relations, performance management, and federal and state respective employment laws
Strong HR systems knowledge (i.e., HR information systems and interfaces; applicant tracking system; talent management system)
Demonstrated ability to proactively manage and resolve complex and sensitive human resource issues
Strong verbal and written communication skills, high energy, excellent follow-up, and follow-through skills
Strong knowledge of Federal and State employment and leave laws for all West Coast states (i.e., FMLA, CFRA, ADA,)
Ability to recommend solutions to complex and sensitive employee matters while maintaining confidentiality
Strong analytical skills with ability to quickly summarize and present data in a meaningful format
Excellent multitasking and time management skills, with a proven ability to meet deadlines
Ability to work independently with minimal supervision, and in team environment
Organized with high attention to detail, a focus on accuracy and record of prioritizing multiple projects
Ability to adapt to new technologies to ensure efficiencies

Responsibilities

Provide day-to-day guidance to divisional leadership and team members in the areas of employee relations, fostering leadership success, shaping the employee experience, onboarding, performance management initiatives, terminations and policy interpretation, improvement, and implementation.
Partner with divisional leaders and managers to create/edit job descriptions to reflect current needs of the organization.
Proactively audit existing job descriptions to ensure they are aligned to support departmental/organizational changes.
Provide performance management guidance to divisional leaders and managers (e.g., coaching, counseling, career development, disciplinary actions).
Work closely with leaders and team members to improve work relationships, build morale, and increase productivity and retention.
Collaborate with leaders and managers to identify business needs and develop tailored HR strategies to support those needs.
Lead employee relations investigations for respective divisions and manage documentation while maintaining confidentiality and resolving conflicts efficiently.
Lead performance and talent development processes for designated divisions, contributing to training delivery and ensuring alignment with organizational objectives.
Continually evaluate training programs to ensure effectiveness and relevance.
Utilize exit surveys via technology to analyzing results trends and make recommended solutions to improve programs, and policies
Partners with Chief People Officer, Payroll, Onboarding Manager and Total Rewards to ensure any compensation matters are proactively addressed.
Collaborate with HRBPs and Equity and Inclusion to implement initiatives and promote an inclusive and engaging culture.
Participate as a contributing team member on various projects related to DE&I, corporate social responsibility, and HR operational initiatives.
Train and provide support to inter-departmental partners on Corporate and departmental initiatives.
Inspire teams, mentor employees, and collaborate on talent acquisition and development.
Work to keep abreast of and recommend new tools to keep processes streamlined and in keeping the department in tune with best practices.
Work as a team to ensure our internal brand “People and Culture” is representative of its name and the work we execute.
Assist in making recommendations for team building and maintaining overall good comradery within the “Squad.”
Manage budgets and financial targets, aligning with corporate finance objectives, as appropriate.
Represent NFM at industry/departmental events and maintain legal and ethical compliance.
Stay updated on industry trends and market changes.
Perform additional duties as needed, with occasional overtime and travel required.