Senior People Operations Generalist

Job Description Summary We’re not your typical mortgage and title service provider. We like to think we’re bold, have a whole lot of heart and are unafraid to challenge the status quo. It’s our people—our team members and customers—that fuel our passion for making the homebuying journey the very best it can be. Within our Financial Services suite of companies, we pledge to ‘Love the Customer’ each and every day throughout the homebuying process, working hand and hand with our builder to create memorable customer experiences. We’re proud of our current and past recognition as a Best Place to Work by numerous publications such as National Mortgage News, Orlando Sentinel and the Orlando Business Journal. Our esteemed company culture affectionately called ‘TMLiving,’ our unwavering pledge to sustainability and philanthropy and our dedication to elevating the customer and employee experience make us a great choice for potential homebuyers and team members alike. This is not a traditional HR role. As our Senior People Operations Generalist, you will operate as a true business partner: executing with precision, thinking strategically, and elevating everything you touch. You will lead people programs that develop and retain exceptional talent, drive People Operations forward with a consultative mindset, and bring a genuine point of view on how AI can modernize the way we work. You bring data, instinct, and a genuine passion for the intersection of people and business outcomes. This role reports to the People Operations Manager. Job Details What You’ll Do as a Senior People Operations Generalist, Financial Services People Operations Build strong relationships across the business to understand key priorities, challenges, and opportunities, actively engaging across functions and levels to bring forward solutions that move the needle on work relationships, morale, productivity, and retention. Brings a genuine curiosity about AI and its role in modernizing people operations, leverages AI‑powered tools across the employee lifecycle, stays ahead of what’s emerging, surfaces relevant opportunities, and partners with the team to thoughtfully evaluate, pilot, and implement solutions that are both impactful and compliant. Coordinates with the People Operations Liaison to facilitate the onboarding process to acclimate new hires into our culture, providing them with the knowledge and resources they need to succeed. Partners with Benefits to support the leave of absence process, providing resources, guidance, and a consistent employee experience throughout. Fully owns the ADA accommodation process for active team members, ensuring timely, compliant, and compassionate case resolution. Maintains business acumen about the company/industry/business/function, organizational financial health and effectiveness, culture and our competition. Facilitates HR compliance audits in partnership with the Compliance department. Analyzes people trends and metrics with People Operations Manager & VP to assist business leaders in better business decisions and actions. Aligns with the corporate people team to ensure enterprise‑wide people processes, programs and initiatives are implemented consistently and effectively. Works in conjunction with other People Operations Professionals in the integration of business processes/tools in Workday and ADP WorkForce Now for ease of access to data, reporting and related solutions. Partners with People Centralized Services on promotions, transfers, and HRIS (Workday) needs; complete Verifications of Employment as required. Facilitates training sessions and learning experiences across the organization as needed. People Programs Owns key people programs from day one, including New Leader Assimilation, New Manager Onboarding, the annual TMPulse engagement survey and action planning process, and the Talent Review Process for Financial Services. While ownership of these programs may evolve over time to align with team strengths, this role leads each with full accountability at the outset, ensuring leaders are prepared, engagement results drive real action, and talent is assessed and developed with intention. Leads NextGen programs spanning both external and internal audiences, owning early talent initiatives that attract the next generation into the organization, while also driving internal development and movement programs that create career pathways for team members at all levels. Partners with the business to ensure these programs deliver real opportunity and impact, not just participation. Partners with Learning & Development to design, develop, and maintain the Leaders as Coaches training series for mid‑level managers, supporting leadership capability and performance effectiveness. Executes on assigned special projects with excellence while continuously looking for opportunities to bring new ideas, elevate what exists, and drive meaningful transformation across the people function, never satisfied with the status quo. Temporary Talent Acquisition Support On a temporary basis, supports full‑cycle recruiting for Financial Services with a dedicated Talent Acquisition Partner planned for 2027 (target hire date Q1 2027). Temporary ownership includes sourcing, screening, scheduling, offer letter creation, and salary negotiations. On a go forward basis, this role continue to partner with Talent Acquisition to build the NextGen candidate talent pool by participating in career fairs, collaborating with relevant high schools and colleges, student/entry level engagement, posting and engaging on social media, networking, etc. On a temporary basis, leads Financial Service’s LinkedIn presence and employer brand strategy, developing authentic and engaging content that brings our culture to life, grows our following, and attracts top talent. Tracks engagement and refines messaging continuously. Serves as the backup for full‑cycle recruiting and employer branding, stepping in to support hiring needs and maintain LinkedIn presence in the absence of the Talent Acquisition Partner. Perform other duties as assigned. What you will need: (competencies, behaviors & attributes) Approachable Strong Communication Results Oriented Integrity & Trust Proactive Listening Skills Problem Solving Sense of Urgency Visionary Sound like you? (requirements) This is a remote position and open to candidates located in Florida, North Carolina, South Carolina, and Georgia. If you are located within a 50-mile radius of Maitland, Florida, occasional in‑office presence may be expected. Bachelor’s degree or equivalent desired; SHRM or PHR certifications desired. Minimum of 2 – 4 years of HR experience in a generalist or business partner required, 5 years’ experience preferred. Experience supporting a geographically dispersed workforce preferred. Experience with full‑cycle recruiting. Ability to use Microsoft Suite of solutions with ease. Demonstrated experience leveraging AI tools to modernize HR — a true differentiator for this role. HRIS experience required; Workday and ADP WorkForce Now strongly preferred. Strong analytical instincts, uses data to influence decisions, not just report them. Knowledge of state and federal employment law. Highly consultative, approachable, and trusted, a business partner, not a gatekeeper. Proactive self‑starter who manages competing priorities with urgency and good judgment. Ability to effectively manage multiple priorities at once. FLSA Status: Exempt Office or non‑manual work, which is directly related to management or general business operations. Act as a primary component of which involves the exercise of independent judgment and discretion about matters of significance. Essential Functions Report to Division/Corporate Office/Community daily and adhere to schedule. Ability to access, input, and retrieve information from a computer and/or electronic device. Ability to have face to face conversations with customers, co‑workers and higher level manager. Ability to sit or stand for long periods of time and move around work environment as needed. Ability to operate a motor vehicle if applicable. Comply with company policies and procedure. Physical Demands Must be able to remain in a stationary position up to 50% of the time. The ability to frequently lift and/or move up to 10 pounds and occasionally lift and/or move up to 25 pounds. Taylor Morrison is an equal opportunity employer. Taylor Morrison does not discriminate against any candidate or employee on the basis of race, national origin, sex, marital status, sexual orientation, age, disability, religion or veteran status. #J-18808-Ljbffr Taylor Morrison