Director, HR Business Partner - Military veterans preferred

Freedom Mortgage


Marlton, New Jersey, United States of America
Human Resources
JR104322
Full time
Hybrid

Summary:

The Director, HR Business Partner serves a leader and a strategic consultant/thought partner to both the senior executive and management team on Human Resource-related matters with the goal of aligning HR practices to business strategies. Serving as the primary point of contact for the HR needs of the assigned executive leader and business unit leadership team, the Director, HR Business Partner is responsible for securing HR resources that enable the business to achieve its goals and objectives, while providing strategic support to the leadership team on all people-related matters.

The Director, HR Business Partner collaborates with the HR Centers of Excellence and vendor partners to design and deliver innovative solutions to address business needs and mitigate risk. Designs & executes major workforce initiatives, champions a commitment to employee engagement, and provides counsel and support to leaders in the administration of HR policies and procedures. The Director, HR Business Partner operates as an informed and insightful businessperson, knowledgeably representing the breadth of Human Resource functions while capably interfacing with employees and leaders at all levels and making effective contributions as both a hands-on, detail-oriented practitioner and as a business strategist.

Essential Job Duties & Responsibilities:

• Serve as a strategic partner to the aligned executive leader & business unit leadership team to evaluate, develop, and implement solutions to people-related business needs. Constructively provide alternatives to business leader requests to achieve desired outcomes.

• Align Human Resources initiatives and projects with the business leaders and ensure timely execution within stated deadlines. Facilitate a range of HR and non-HR meetings & events when needed.

• Effectively engage the capabilities of the HR Centers of Excellence “COE” (Total Rewards, Employee Relations, HR Operations, Recruitment, Learning & Development, HR Technology, Data & Analytics) to support business strategies. Partner with the appropriate COE to determine roles and responsibilities, metrics for accomplishment, and timelines/deadlines for various initiatives and serve as the liaison between the business leaders and the COE partners. Advocate for business needs while supporting the COE’s capabilities & capacity.

• Coach leaders at all levels to improve their effectiveness and results related to people leadership responsibilities. Orient new people leaders to their people-related responsibilities, policies, tools, & expected behaviors. Engage Learning & Development teams to offer appropriate professional development & training opportunities as needed.

• Proactively assess behaviors, events, key HR data and business performance. Observe successes, challenges, and risks to recommend appropriate job and organizational design. Provide recommendations for appropriate span of control, workload, and efficient work processes while leading change management strategies with business leaders.

• Provide strategic and tactical input that supports accountability & performance differentiation. Coach leaders on goal setting and performance evaluation processes. Provide performance management guidance to management for coaching, counseling, career development, and disciplinary actions. Partner with business leaders to develop effective performance measures and goals and ensure Employee Relations team is aligned to enable a smooth, efficient and effective Performance Management process.

• Lead talent & salary review discussions, provide strategic HR insight into business unit realignments, succession planning, talent assessment, talent development, and leadership pipelines. Provide support and guidance to leaders regarding promotion opportunities & salary changes for their team.

• Ensure job descriptions align with the core functions & requirements of the role and work with business unit leaders, Recruiting, and the Compensation teams to make changes as needed.

• Partner with Total Rewards team to ensure compensation is aligned with both external/market data and internal equity for all roles. Recommend strategic solutions related to salary and incentive compensation to ensure retention, while aligning with the organization’s compensation philosophy. Identify business cases for position or job group compensation studies/changes, and incentive/variable compensations changes to meet business needs. Ensure adherence to FLSA/DOL guidelines related to compensation.

• Partner with HR Data & Analytics team to ensure the data and reporting needs of the business are being met. Evaluate and provide thoughtful analysis of people-related data highlighting trends and opportunities to business leaders while offering proactive, strategic solutions where appropriate. Determine meaningful metrics to measure performance based on the individual business and headcount needs of the aligned clients supported.

• Ensure capacity needs of the business are being met. Partner with Recruitment team to ensure recruitment and selection criteria meet the business needs. Partner with onboarding teams to enable a positive candidate to new-hire experience. Work with Learning & Development teams to determine appropriate new hire training needs are being met.

• Align with Employee Engagement, Employee Experience, and Culture teams to support company initiatives and help ensure a positive employee experience, an engaged workforce, and a fulfilling workplace environment.

• Partner with Employee Relations & Legal teams as necessary when adjustments to headcount needs are warranted. Ensure compliance with all applicable laws & regulations.

• Participate in key recruitment activities and provide guidance and advocacy when needed to ensure effective hiring practices. Actively participate in recruiting strategy sessions and requisition intake calls and provide insightful feedback on candidate selection. Provide recommendations related to compensation to ensure consistency and internal equity, while ensuring the business is successful in securing talent at a competitive market rate.

• Assist as needed with employee immigration matters, provide creative solutions to ensure fair and compliant hiring practices in line with Freedom’s culture of belonging.

• Ensure compliance with Freedom’s pre-employment and on-going background investigation & recertification processes.

• Provide HR policy guidance and interpretation and partner with the Employee Relations function on complex employee investigations when needed. Assess risk, and keep business leaders informed as appropriate, during investigation or disciplinary action cases.

• Support business continuity efforts in times of crisis or natural disaster. Partner with internal Risk, Business Continuity, Legal, Employee Relations, HR COE’s, HR Leadership, and Company Communications teams to ensure company response is consistent and supports the company’s policies, procedures, and mission.

• Act as an advocate and resource to all employees. Work closely with management and employees to improve work relationships, build morale, and increase productivity & retention that contributes to the company’s strategic growth and builds a sustainable culture of excellence.

• Provide effective, proactive communication to all stakeholders. Skillfully relay sometimes ambiguous or incomplete information in a positive and constructive manner, especially in the face of changing deadlines or priorities. Deliver difficult or challenging messages with an appropriate balance of firm confidence and empathy.

• Comply with all company policies and procedures.

• Maintain regular and punctual attendance.

Other Related Duties:

Performs other related duties as assigned.

Supervisory Responsibilities:

As needed, manages staff and carries out supervisory responsibilities in accordance with the organization's policies and applicable laws. Responsibilities include interviewing, hiring, and training employees, planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems. Supervision will be determined by size of client base.

Qualifications:

To perform this job successfully, an individual must be able to perform each essential function satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required.

Education & Experience:

• Bachelor’s degree in human resources, Business Administration, Organizational Development, or related field. Master’s degree preferred.

• Minimum of 12 (twelve) years’ experience in a Human Resources capacity with at least 3 (three) years’ experience as an HR Business Partner or equivalent role.

• Experience supporting senior executives (C-Suite; Executive/Senior Vice Presidents) with a history of building strong relationships as a strategic thought partner to these leaders.

• Prior experience as a people leader preferred.

• Experience in financial services and/or mortgage industry preferred.

• Experience working with Human Capital Management (HCM) systems required, prior experience with Workday preferred.

• Strong proficiency with Microsoft Office programs required. Experience with web-based reporting tools preferred.

Key Competencies:

• Demonstrated experience in multiple human resources disciplines including deep knowledge of compensation practices, organizational design, recruitment, employee relations, diversity, performance management, and federal and state employment law.

• Core skills include business acumen and curiosity, consulting, negotiating & conflict resolution skills all with the ability to influence without authority.

• Must be a solution-oriented strategic thinker willing to contribute as an executive partner while also demonstrating a willingness to “get into the weeds” and perform administrative or tactical tasks as needed.

• Experience working as a strategic consultant with exceptional problem solving and analytical skills. Must possess a data-driven mindset using data and metrics to drive decisions, recommendations, and to measure success.

• Highly organized, self-motivated, customer oriented with the ability to work independently as well as within a team and with internal stakeholders.

• Impeccable judgement and the ability to make sound decisive decisions and work effectively in a fast-paced, every changing environment with little director or oversight across multiple geographic locations in a virtual setting.

• Demonstrated ability to work effectively in a complex organization with multiple changing priorities and vague or incomplete directives. Must be adaptable with the ability to pivot quickly and perform in a dynamic environment.

• Excellent/engaging verbal and written communication and interpersonal abilities to effectively collaborate with executives, managers, employees, and stakeholders at all levels. Must have an unparalleled focus on customer service and responsiveness.

• Act as a change agent and deliberately and continuously focus on improvement and challenge the status quo.

• Ability to maintain confidentiality & professionalism while building appropriate business relationships with employees at all levels of the organization. Work positively to impact customers and colleagues in a manner that embodies the company’s culture and brand.

• Behaves as a leadership role model building trust, driving and delivering strong results with a customer focus.

• May be required to work on-site, in office as needed.

• Some overnight travel may be required.

Certificates, Licenses, Registrations:

• HRCI Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR) or SHRM Certified Processional (CP) or Senior Certified Professional (SCP) preferred.

Work Complexity:

Problems and issues faced are numerous and , and require detailed information gathering, analysis and investigation to understand the problem. Problems typically impact many departments. Problems are typically solved through drawing from prior experience and analysis of issues.

Work Environment:

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Work is normally performed in a typical interior office work environment which does not subject the employee to any hazardous or unpleasant elements. The noise level in the work environment is usually moderate.

Physical Demands:

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is frequently required to sit and talk or hear. The employee is occasionally required to stand; walk; use hands to finger, handle, or feel; and reach with hands and arms. The employee must occasionally lift and/or move up to 25 pounds.

Equal Employment Opportunity:

The company is committed to providing equal employment opportunities to all employees and applicants without regard to race, ethnicity, color, sex, marital status, sexual orientation, gender identity or expression, pregnancy, religion, national origin, age (40 and over), disability, military status, genetic information, or any other basis protected by applicable federal, state, or local laws.

Americans with Disabilities Act:

Applicants as well as employees who are or become disabled must be able to satisfactorily perform the essential job functions of the position either with or without reasonable accommodation. Applicants as well as employees are encouraged to meet with Human Resources as the organization shall review reasonable accommodations on a case-by-case basis in accordance with applicable law.

Job Responsibilities:

The statements reflect the general duties and responsibilities considered necessary to perform the essential functions of the job and should not be considered as an all-inclusive list of all the work requirements of the position. The company may change the specific job duties with or without prior notice based on the needs of the organization.

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