ARE YOU INTERESTED IN JOINING A COMPANY CULTURE WHERE ACCOUNTABILITY, TOP PERFORMANCE AND TEAMWORK ARE VALUED AND REWARDED? A COMPANY THAT WAS MOST RECENTLY NAMED ONE OF THE BEST PLACES TO WORK IN ORANGE COUNTY BY THE ORANGE COUNTY BUSINESS JOURNAL FROM 2016-2019.

TRI POINTE HOMES IS LOOKING FOR AN EXPERIENCED, ENTHUSIASTIC INDIVIDUAL TO JOIN OUR TALENTED GROUP AS A NATIONAL PRODUCTION MANAGER.

POSITION HIGHLIGHTS: Partnering with IT and Hyphen BuildPro to develop and provide field level training and facilitate reporting in Tableau.  Manage construction cycle time templates & national business intelligence reporting in Hyphen and Tableau. Provide key interface between Hyphen BuildPro application system & operational teams.   

POSITION RESPONSIBILITIES:

• Serve as a divisional resource on a national level.

• Subject matter expert in Hyphen BuildPro, specific to construction and customer services/warranty modules.

• Provide in depth best practice and business intelligence analysis, along with reporting, to support national cycle time improvement efforts; evaluate performance on operational processes and identify areas for improvement, share/report on progress toward established metrics and goals.

• Create and implement land development schedule and budget tracking documents using SmartSheet or similar for companywide visibility.

• Partner with IT and other subject matter experts to develop and provide continuous training on Hyphen BuildPro and Tableau reporting tools; Share best practice insights on how to review and analyze reports and tools to evaluate and improve operational performance.

• Build and maintain national training manuals, production operational standards, guidelines and checklists for Construction Department.

• Identify future business plan risk and communicate information in a timely and helpful manner to national or local management.

• Implement processes that are accurate, streamlined, and well documented with an emphasis on delivering timely and accurate job Cost, overhead and cycle time results.

• Work with I.T. and other subject matter experts to develop custom business intelligence reports. Deliver reports that are easy to understand, identify areas for improvement, help optimize business performance, support internal controls, and codify high leverage performance metrics. Assist with maintaining intranet, SharePoint and MS Teams resource centers/ sites.

• Monitor national starts and construction cycle time measures in relation to home closing goals.

• Design business processes and operational national reporting in support of the Finance, General Ledger, Accounts Payable, and Job Cost JDE modules.

• Perform other duties as assigned or needed, including strategic goals and special projects.

POSITION QUALIFICATIONS:

• Bachelors degree required and focus in Accounting, Finance, Business or Construction preferred.

• A minimum of 5-year work experience in Construction or Purchasing experience required.

• Need to have a thorough understanding of accepted homebuilding business practices.

• Ability to research, develop, and structure master construction templates & schedules in Hyphen BuildPro preferred.

• Excellent verbal and written communication skills. The candidate must be capable of communicating and working with team members and outside vendors at all levels and maintain a demeanor and attitude that reflect positively on the Company and all team members.

• Strong MS Office skills required

• Tableau or similar business intelligence reporting tools preferred

• JD Edwards (Item and Option Master) preferred

• Strong analytical skills required

• A strong ethic of teamwork and a keen understanding of maintaining confidentiality are required due to the constant interaction with all levels of team members and management

• Accuracy and strict adherence to deadlines is critically important

• Ability to take initiative, make decisions when necessary and handle problems as they arise

• Excellent organizational skills and the ability to multi-task in a fast-paced working environment are required

• Ability to prioritize and complete tasks in an accurate and expeditious manner is required

• Ability to work with remote managers and team

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

MAJOR RESPONSIBILITIES AND TASKS/DUTIES OF THE POSITION

HUMAN RESOURCES DEPARTMENT MANAGEMENT AND COORDINATION

• Manage daily operations and responsibilities of the HR staff such as hiring process, recordkeeping, hourly employee data entry process and compliance, customer service, temp employee acquisition, leave of absence assistance/administration, and benefits assistance, etc.
• Train the HR staff in any applicable legal updates and standards to ensure compliance.
• Ensure effective policies and procedures are in place and are processed timely, accurate and within legal requirements while meeting organizational objectives.
• Conducts a continuing study of all Human Resources policies, programs, and practices to keep management informed of new developments.
• Leads the development of department goals, objectives, and systems. Provides leadership for Human Resources strategic planning.
• Manages the preparation and maintenance of such reports as are necessary to carry out the functions of the department. Prepares periodic reports for management, as necessary or requested, to track strategic goal accomplishment.
• Prepare and analyze data to evaluate HR Department accomplishments in relation to established goals. Recommend new approaches, policies, and procedures to effect continual improvements in efficiency of department when needed.
• Coordinate regularly scheduled as well as surprise audits to ensure compliance with regulatory agency requirements as well as to prevent errors in processing of internal data.
• Develop and manages annual HR budget, oversee and monitor annual Plant Training budget.

TRAINING AND DEVELOPMENT

• Participates in executive, management, and company staff meetings and attends other meetings specific to training needs and outside training seminars.
• Coordinates and executes all Human Resources training programs. Provides necessary education and resources to managers, supervisors and employees including on-site workshops, training manuals and materials, Collective Bargaining Agreement (CBA) and work rules training and standardized reports.
• Partners with on-site managers to facilitate Performance Development Plan (PDP) and employee development programs.
• Responsible for overseeing the orientation of all hourly employees, ensuring their understanding of company policies and guidelines.
• Oversee hourly internal bidding procedures including testing, evaluation of attendance and disciplinary history and selection process.
• Partner with department managers to establish benchmark testing for key hourly plant positions.

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TALENT ACQUISITION AND RETENTION

• Lead the facility’s acquisition functions for hourly non-exempt job levels. Help to ensure that the selection process is effective in selecting quality candidates who meet the company’s standards.
• Collaborate with Operations and support leaders to ensure adequate staffing levels to meet the organization’s goals and objectives.
• Work with the hiring Managers to ensure proper on-boarding.
• Oversee Plant’s New Hire Orientation program.
• Work with departments on succession planning process at an exempt and non-exempt level.
• Manage and collaborate on the hiring process for all employees including recall from layoff process.
• Oversee hourly non-exempt job requisition and bidding process in accordance with the CBA.
• Responsible for overseeing the creation of Job Descriptions and Job Postings.
• Review resumes, contact applications, and manage/oversee scheduling of interviews.
• Coordinates with Plant Director on team development, strategic planning, and training sessions for Senior Leadership Team.
• Partners with corporate Talent Acquisition and department managers for the recruitment and selection process for salaried employees.
• Manages the retention and partnership of temporary staffing agencies. Assures staffing agency is compliant with all regulatory and company guidelines.  Oversees the logistics, staffing levels and KPI’s of contract employee workforce.

EMPLOYEE/LABOR RELATIONS

• Partners with management to communicate Human Resources policies, procedures, programs, and laws including Collective Bargaining Agreement contract and addendum language interpretation and compliance guidelines.
• Implement and provide leadership for recognition and employee engagement programs to drive employee participation and satisfaction.
• Advise managers and supervisors about the steps in the disciplinary process of the company in accordance with CBA. Counsels’ managers and supervisors on employment issues.
• Coaches and trains managers, supervisors and leads in their communication, feedback, recognition, and interaction responsibilities with the employees who report to them.
• Promote and foster a welcoming environment with employees and monitor the internal organizational culture so that it supports the attainment of the company’s goals, core values, and promote employee satisfaction, engagement, and positive morale.
• Design, implement, manage, and improve HR programs to drive employee satisfaction.
• Advise managers and supervisors in employee investigations, counseling, and termination guidelines to ensure fair and equitable treatment of employees.
• Maintain knowledge of all company policies and practices and assure consistency throughout.
• Prompt execution of all investigations and resolution of employee issues. Track, monitor and respond to disciplinary action requests from department Managers/Supervisors to ensure consistency and compliance is maintained. Review and recommend appropriate action based on validated facts.  
• Reviews, guides, and solicits management recommendations for employment termination. Partners with Labor and Legal if necessary to solidify termination request.
• Manage and provides employee relations support regarding employee complaints and personnel issues to ensure employees are treated fairly and consistently.
• Partners with Labor to manage local labor relations, including grievance response and resolution, shop steward meetings, and participation in contract negotiations and CBA prep work. Tracks, monitors and responds to open grievances and provides investigation data to Management in order to close outstanding grievances in a timely manner.
• Make recommendations for policies and objectives.

POLICY COMPLIANCE PROCEDURES AND REPORTING

• Responsible for compliance with all existing governmental and labor legal and government reporting requirements including any related to the Equal Employment Opportunity (EEO), the Americans With Disabilities Act (ADA), the Family and Medical Leave Act (FMLA), California Family Rights Act (CFRA), the Department of Labor, worker compensation, the Occupational Safety and Health Administration (OSHA), and so forth. Maintains minimal company exposure to lawsuits.
• Work in conjunction with the Corporate HR Manager to track and implement the facility’s annual Affirmative Action Plans and related EEO activities to ensure compliance to all applicable legal guidelines.
• Ensure EEOC and CFRA compliance.
• Ensure compliance in completing I-9 and E-Verify system entries.
• Ensure compliance with all Federal, State and Local employment laws.
• Ensure compliance with State and Local unemployment requests and hearings.
• Recommends any revisions to employee handbooks, policies, and procedures.
• Create various reports for Management and Corporate HR.
• Participates in Management and Staff meetings (internal Plant meetings and Corporate meetings).
• Directs the preparation of information requested or required for compliance with laws. Approves all information submitted.

ORGANIZATIONAL DEVELOPMENT

• Manages employee communication and feedback through such avenues as company meetings, suggestion programs, employee satisfaction surveys, newsletters, employee focus groups, one-on-one meetings, and Intranet use.
• Keeps the Plant Manager and the management team informed of significant problems that jeopardize the achievement of company goals, and those that are not being addressed adequately at the line management level.
• Analyzes statistical data and reports to identify and determine causes of personnel problems and develop recommendations for improvement of organization's personnel policies and practices.
• Develops and maintain job descriptions and organizational charts.
• Provide reports to the Plant Manager and the management team regarding measurement of turnover, time and attendance, LOA’s and disciplinary activity.
• Completes other duties as assigned or as needed to meet goals.