TRI POINTE HOMES HOUSTON IS LOOKING FOR A STRATEGIC HR BUSINESS PARTNER/DIRECTOR TO CULTIVATE A BEST-IN-CLASS WORK ENVIRONMENT AND CULTURE, BY BUILDING TRUSTED RELATIONSHIPS, WHERE
TEAM MEMBERS FEEL VALUED, INNOVATION IS EMBRACED, AND LEADERS INSPIRE GREATNESS.
POSITION HIGHLIGHTS: The Strategic HR Business Partner/Director is an individual contributor role that is both tactical and strategic. With regional HR administrative assistance, you will provide leadership, coaching, and generalist support to the Division President(s), the management team(s), and team members in assigned division(s) with regards to all Human Resources needs, including workforce planning/organizational design, culture, team member engagement, talent development, and risk management. You will work closely with home office centers of excellence to drive talent acquisition and total reward efforts.
POSITION RESPONSIBILITIES:
LEADERSHIP COACHING AND DEVELOPMENT
Serves as a strategic advisor and trusted thought partner to the division leadership team regarding key talent strategies and HR initiatives.
Partner with leadership to align HR Strategy with division business plans.
Collaborate with leadership to train, support, and move forward Diversity, Equity and Inclusion (DEI) goals and initiatives.
Ability to partner, consult and coach both leadership and team members.
Provide HR partnership, for both strategic and tactical initiatives and execution of strategies for assigned divisions.
CULTURE & TEAM MEMBER ENGAGEMENT
- Works collaboratively with leadership to assess and maintain a culture that aligns with the company’s H.E.A.R.T (humility, empowerment, authenticity, results, and team) values.
- Develops and supports best practices to improve communication (e.g. between departments, about business decisions, etc.) and change management/leadership disciplines/practices. Serves as point contact for team member engagement surveys and leads follow-up activities. Works with the management team to interpret results, develop and implement action plans for improvement.
WORKFORCE PLANNING AND TALENT ACQUISITION
- Partner with Division Presidents and management team members with understanding current and future organizational design and staffing needs and work collaboratively with the home office to ensure needs are met. Constantly evaluates workforce with assigned leaders, projecting and adjusting as needed. Proactively prepares and anticipates future changes in the market, workforce, and the Company’s strategic goals and operational processes.
- Proactively challenges workforce planning assumptions for continuous improvement and efficiency.
- Ensures hiring managers conduct consistent, comprehensive, and effective talent acquisition practices.
- Works with the Talent Acquisition department and hiring managers to maximize and support the use of the Company’s defined recruiting practices and applicant tracking system (ATS). Evaluate methods to improve and influence the effectiveness of selection processes.
- Engages early on with hiring managers to ensure new team members are provided with a meaningful and highly engaging onboarding experience. Conducts regular analysis of onboarding surveys to identify trends and improve new hire experience. Ensures divisions adhere to internal and compliance-related protocols.
TALENT DEVELOPMENT
- Works collaboratively to guide team member development efforts, including succession candidate identification/development and performance improvement plans for underperforming team members. Serves as the point contact for, and assists with, determination of team member training/coaching needs and identifies resources to meet needs, as appropriate. May be involved in the development of training. Conducts training as needed.
- Maximizes talent through informal and formal performance assessment and development best practices.
- Works collaboratively with management to identify performance gaps and implement plans for improvement. Coaches leadership team members on how to best engage in performance development discussions, recognize and reward top performers and communicate and measure performance tied to key performance indicators (KPI’s).
TEAM MEMBER RELATIONS & HR GENERALIST SUPPORT
- Leads effort and engages/coaches managers to appropriately respond to team member concerns, including effective conflict management/resolution processes. Handles complexity with ease.
- Responds appropriately and timely to team member questions regarding Company policies/procedures, compensation, and benefit programs.
- Understands and effectively applies employment laws and policies, including, but not limited to, EEO, anti-discrimination and anti-harassment, workplace leaves, workers compensation, unemployment insurance, FLSA, time, and attendance. Constantly analyzes and seeks to improve our management team’s awareness and compliance with employment laws and the Company’s policies and practices. Monitors and anticipates potential legal issues and works collaboratively with HR Leadership, and General Counsel to address issues early on.
- Proactively recommends improvements to existing programs, procedures, and policies.
- Assists with special projects and other tasks as requested.
TOTAL REWARDS
- Facilitates annual compensation review process. Includes review, ongoing management, analysis, and adjustment of base salary and incentive compensation programs to ensure they are in-line with company best practices, competitive in the marketplace, fair and equitable, and in-line the Company’s compensation philosophy, business plans, and budgets. Prepares recommendations for special requests for Regional HR Leadership review.
- Analyzes and provides support regarding all facets of compensation programs, including, but not limited to, incentive plan design, eligibility criteria, clearly written agreements/memos, established pay ranges, FLSA classification, overtime statistics, and impact of compensation programs related to performance results.
- Proactively involved in compensation planning and management, including new hire compensation analysis, job matching, and offer preparation. Makes recommendations as needed for new hires and promotional changes.
POSITION QUALIFICATIONS:
- Bachelor’s degree required.
- A minimum of 7 years of progressive Human Resources Generalist or HR Business Partner experience required.
- SPHR or PHR certification highly desirable.
- Working knowledge of multiple human resources functions, including but not limited to compensation practices, organizational diagnosis, employee relations, diversity, performance management, and federal and state respective employment laws required.
- Ability to balance strategic and tactical responsibilities
- Ability to manage multiple projects simultaneously.
- Excellent verbal, written and organizational skills required.
- Strong problem solving, interpersonal, and communication skills.
- Ability to travel as required (up to 50%)
- Demonstrated ability to successfully partner with business group leadership to develop and implement human resources strategies.
- Ability to embrace, lead, and manage change.
- Well-developed collaboration, team building, and influencing skills.
- Must possess a professional demeanor and have strong consultative skills.
- Ability to respect the confidentiality of employee information.
- Ability to build and maintain strong relationships with business leaders and employees.
- Comfortable with conflict and strong conflict resolutions skills
- Ability to adapt to changes in the work environment and actively champion and lead organizational change including organization design and structure changes.
AT TRI POINTE HOMES, WE ARE INTENTIONAL ABOUT FOSTERING AN ENVIRONMENT WHERE YOU, AND ALL INDIVIDUALS, ARE ENCOURAGED TO BE THEIR AUTHENTIC SELVES. WE EMBRACE INDIVIDUALITY AND STRIVE TO BE CONSCIOUSLY INCLUSIVE OF DIFFERENT BACKGROUNDS, EXPERIENCES, AND PERSPECTIVES IN EVERY ASPECT OF OUR BUSINESS. WE BELIEVE OUR COMPANY’S STRENGTH RELIES ON THE DIVERSITY OF THE TEAM AND THE UNIQUE, INNOVATIVE IDEAS EVERYONE CONTRIBUTES.
WE ARE AN EQUAL OPPORTUNITY EMPLOYER, WHICH MEANS WE MAKE EMPLOYMENT DECISIONS BASED ON MERIT AND QUALIFICATIONS AND ARE COMMITTED TO PROVIDING EQUAL OPPORTUNITIES FOR ALL APPLICANTS AND EMPLOYEES WITHOUT REGARD TO THEIR RACE, COLOR, CREED, RELIGION, NATIONAL ORIGIN, ANCESTRY, CITIZENSHIP STATUS, AGE, DISABILITY, SEX, SEXUAL ORIENTATION, GENDER IDENTITY OR EXPRESSION, VETERAN STATUS, GENETIC INFORMATION, OR ANY OTHER CHARACTERISTIC PROTECTED BY APPLICABLE FEDERAL, STATE OR LOCAL LAWS.
WE WILL ENDEAVOR TO MAKE A REASONABLE ACCOMMODATION TO THE KNOWN PHYSICAL OR MENTAL LIMITATIONS OF A QUALIFIED APPLICANT WITH A DISABILITY UNLESS THE ACCOMMODATION WOULD IMPOSE AN UNDUE HARDSHIP ON THE OPERATION OF OUR BUSINESS. IF YOU BELIEVE YOU REQUIRE SUCH ASSISTANCE TO APPLY FOR AN OPEN POSITION OR TO PARTICIPATE IN AN INTERVIEW, PLEASE LET US KNOW.
Required Skills
Required Experience