SUMMARY OF RESPONSIBILITIES

The Director HRBP provides trusted partnership to a designated group of markets (supporting our West 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%.

ESSENTIAL DUTIES

· Trusted Advisor - 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.

· Talent Management - 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.

· Employee Concerns & Investigations - 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.

· Team Member Feedback - 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.

· Consult and Coach - 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.

· People Processes - 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.

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.

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

WORKING CONDITIONS

· Travel to market offices 60-80%

· Primarily working indoors, office environment.

· May sit for several hours at a time.

· Prolonged exposure to computer screens.

· Repetitive use of hands to operate computers, printers, and copiers.

REQUIRED EDUCATION AND EXPERIENCE

· 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

PREFERRED EDUCATION AND EXPERIENCE

· 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

REQUIRED KNOWLEDGE

· 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.

REQUIRED SKILLS

· 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.

WORK STYLES & BEHAVIORS

· 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.

FirstKey Homes is an equal opportunity employer and will not tolerate discrimination in employment on the basis of race, color, age, sex, sexual orientation, gender identity or expression, religion, disability, ethnicity, national origin, marital status, veteran status, genetic information or any other legally protected classification or status.

By applying to this position you are consenting to receive follow-up communication.

Apply for this Job

* Required

resume chosen  
(File types: pdf, doc, docx, txt, rtf)
When autocomplete results are available use up and down arrows to review
+ Add another education


Voluntary Self-Identification

For government reporting purposes, we ask candidates to respond to the below self-identification survey. Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file.

As set forth in FirstKey Homes’s Equal Employment Opportunity policy, we do not discriminate on the basis of any protected group status under any applicable law.

Race & Ethnicity Definitions

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows:

A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability.

A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.

An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.


Voluntary Self-Identification of Disability

Form CC-305
Page 1 of 1
OMB Control Number 1250-0005
Expires 04/30/2026

Why are you being asked to complete this form?

We are a federal contractor or subcontractor. The law requires us to provide equal employment opportunity to qualified people with disabilities. We have a goal of having at least 7% of our workers as people with disabilities. The law says we must measure our progress towards this goal. To do this, we must ask applicants and employees if they have a disability or have ever had one. People can become disabled, so we need to ask this question at least every five years.

Completing this form is voluntary, and we hope that you will choose to do so. Your answer is confidential. No one who makes hiring decisions will see it. Your decision to complete the form and your answer will not harm you in any way. If you want to learn more about the law or this form, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

How do you know if you have a disability?

A disability is a condition that substantially limits one or more of your “major life activities.” If you have or have ever had such a condition, you are a person with a disability. Disabilities include, but are not limited to:

  • Alcohol or other substance use disorder (not currently using drugs illegally)
  • Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, HIV/AIDS
  • Blind or low vision
  • Cancer (past or present)
  • Cardiovascular or heart disease
  • Celiac disease
  • Cerebral palsy
  • Deaf or serious difficulty hearing
  • Diabetes
  • Disfigurement, for example, disfigurement caused by burns, wounds, accidents, or congenital disorders
  • Epilepsy or other seizure disorder
  • Gastrointestinal disorders, for example, Crohn's Disease, irritable bowel syndrome
  • Intellectual or developmental disability
  • Mental health conditions, for example, depression, bipolar disorder, anxiety disorder, schizophrenia, PTSD
  • Missing limbs or partially missing limbs
  • Mobility impairment, benefiting from the use of a wheelchair, scooter, walker, leg brace(s) and/or other supports
  • Nervous system condition, for example, migraine headaches, Parkinson’s disease, multiple sclerosis (MS)
  • Neurodivergence, for example, attention-deficit/hyperactivity disorder (ADHD), autism spectrum disorder, dyslexia, dyspraxia, other learning disabilities
  • Partial or complete paralysis (any cause)
  • Pulmonary or respiratory conditions, for example, tuberculosis, asthma, emphysema
  • Short stature (dwarfism)
  • Traumatic brain injury

PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.


Enter the verification code sent to to confirm you are not a robot, then submit your application.

This application was flagged as potential bot traffic. To resubmit your application, turn off any VPNs, clear the browser's cache and cookies, or try another browser. If you still can't submit it, contact our support team through the help center.