Director of HR

Anza Mortgage Insurance Corporation is empowering homeownership through credit risk protection. Our Mission Our mission is to empower homeownership by mitigating credit risk through mortgage insurance. We strive to leverage technology and operational excellence to deliver exceptional service to our lender and servicer partners, offer reliable and secure capital support for our insureds, generate leading returns for our shareholders, and foster a fulfilling, rewarding environment for our team members. We differentiate ourselves by designing, architecting, and developing our operating systems in-house. This unique approach creates a platform tailored to the needs of today's housing market. It positions us to achieve unparalleled processing efficiency and adaptability to changing industry standards and customer demands. Fundamentally, we are a process optimization company that harnesses technology to revolutionize the mortgage insurance experience and fulfill our mission. Customer Centric We dedicate ourselves to provide competitive pricing tailored to risk profiles. Our commitment to our partners goes beyond pricing and product offerings. We prioritize a customer‑centric approach focused on meeting customer needs and enhancing their experience. This approach is underpinned by transparency throughout the process and prompt issue resolution. Risk Management is our foundation. Our risk management framework uses advanced technology, innovative strategies, and modern modeling techniques to manage risks ranging from credit risk to information security risk. Our customers and partners can rely on us to handle their information with the utmost care and responsibility. Our dedication to risk management is designed to reassure our partners about our stability and reliability. About the role We are hiring a Director of HR to build and run the people function from the ground up. This is a true player‑coach role—owning both the design of our HR strategy and the day‑to‑day execution required to support a company at launch. This role is not about building and accelerating our existing programs. It is about enhancing the core infrastructure (hiring, policies, performance management, compliance) while supporting immediate business needs in a fast‑moving, regulated environment. The right person will be comfortable operating without a large team, making decisions with incomplete information, and partnering with leadership to drive performance, consistency, and organizational accountability. What Success Looks Like (First 6–12 Months) Hiring is aligned to business priorities, and roles critical to launch are filled on time Core HR infrastructure is in place (policies, onboarding, performance framework) and used The company is operating in compliance without unnecessary friction Managers understand their role in hiring and performance—and act like it Leadership has a clear, honest view of organizational health and risks Responsibilities Strategic Leadership Partner with executive leadership to develop and execute HR strategies aligned with business goals Lead workforce planning, organizational design, and succession planning efforts Drive initiatives related to culture, employee engagement, and retention Analyze HR metrics and trends to inform decision‑making and improve performance Operational Execution Oversee and actively participate in core HR functions including recruiting, onboarding, employee relations, performance management, and offboarding Ensure compliance with all federal, state, and local employment laws and regulations Develop, implement, and maintain HR policies and procedures Manage benefits administration, compensation structures, and payroll coordination Talent Management Lead full‑cycle recruiting efforts for key roles as needed Design and implement performance management and professional development programs Coach managers on employee issues, performance improvement, and team development Culture & Engagement Foster a positive, inclusive, and accountable workplace culture Serve as a trusted advisor to employees at all levels Address employee concerns with professionalism, discretion, and fairness Process Improvement Build and refine HR systems, tools, and workflows for efficiency and scalability Identify gaps and proactively implement solutions Balance long‑term strategic initiatives with immediate operational demands Qualifications Experience building/Growing HR in a startup or high‑growth environment Experience in insurance, financial services, or other regulated industry strongly preferred Demonstrated ability to operate as a senior advisor to executive leadership Bachelor’s degree in Human Resources, Business Administration, or related field preferred 8+ years of progressive HR experience, including leadership roles Demonstrated ability to operate at both strategic and tactical levels Strong knowledge of employment law and HR best practices SHRM‑certified preferred Strategic thinker with strong execution skills Proven ability to establish and enforce rigorous HR processes, governance, and documentation Willingness to “roll up sleeves” and handle day‑to‑day tasks Excellent interpersonal and communication skills High level of integrity and discretion Strong problem‑solving and decision‑making abilitiesAbility to thrive in a fast‑paced, evolving environment How You Work You are comfortable operating without a playbook and demonstrating sound judgment in dynamic and rapidly changing situations You can move between strategy and execution without losing momentum on either You are direct, pragmatic, and focused on outcomes—not process for the sake of process You hold yourself and others accountable, including senior leaders You know when to build structure—and when not to #J-18808-Ljbffr