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.

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Director, HRBP - Market (West)

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