Senior Human Resources Business Partner - Silverton Mortgage

Why Silverton Mortgage:• We are a people first organization that was voted a top place to work by the Atlanta Journal and Constitution and the Financial Services Industry• We believe in giving back and we do so through The Silverton Foundation• Our strong communication skills drive customer satisfaction• We offer extensive product lines and maintain an in-house loan process that offers a competitive edge• We have fun!**POSITION TITLE:** Human Resources Business Partner**JOB STATUS:** Full Time/Salary**DEPARTMENT**: HR**REPORTS TO:** Director of Talent Management**TRAVEL REQUIRED:** As Needed**WORK SCHEDULE:** Hybrid (4 days in office, 1 day remote)***Pay:** The expected hiring range for this position is from $103,765 to $129,705 plus additional bonus opportunity. The stated hiring range is based on experience, qualifications, and other relevant factors. Final compensation decisions will take into account a variety of considerations, including individual skills, internal equity, and organizational needs.***JOB SUMMARY**The Human Resources Business Partner (HRBP) provides hands-on partnership to business leaders by driving performance, behavioral alignment, team effectiveness, and data-based talent decisions. The HRBP leads the HR function for the Silverton Mortgage office, advises senior leadership on talent and team member decisions, manages HR staff to ensure consistent execution of people processes across teams, and serves as a voice for the business when designing and rolling out HR initiatives and compliance requirements. The role facilitates critical HR process cycles, translates HR programs into business-specific action, and tracks impact to ensure results.**JOB FUNCTIONS*****Lead HR function for Silverton Mortgage**** Serve as the HR representative and advisor of the Silverton executive leadership team. Translate Financial Services HR strategies, initiatives and policies to the Silverton culture and environment.* Lead the HR function for Silverton in alignment with the broader Financial Services (FS) HR function. Build capability, establish processes, and maintain performance of employee relations investigations, disciplinary programs, performance improvement plans, leave of absence systems, ADA processes, and policy application.* Provide day-to-day direction, coaching, and workflow oversight for HR staff. Review casework, decisions, and process execution to ensure consistency across teams. Oversee local payroll processes including timekeeping, commission payments, and manual adjustments.* Partner with Talent Acquisition to translate workforce priorities into workforce and talent development forecasts and plans. Participate in interviews and onboarding activities as necessary. Be a voice for the Silverton employer brand and partner with FS HR on employer brand strategy***Conduct recurring business reviews with assigned business leaders to discuss talent performance, team risks, and capability needs.**** Bring forward relevant data, patterns, and cases impacting leader goals and strategic outcomes.* Prepare and deliver data summaries with clear implications and recommended actions during annual business reviews.* Build people strategies with leaders based on turnover, performance, behavior trends, and skill gaps.* Identify organizational structure changes to address talent or performance gaps.* Coach leaders on identifying and correcting behavioral misalignment; develop corrective action plans tied to expected values and behaviors.* Ensure awareness and completion of policy updates and compliance actions.* Document outcomes and annually share insights with HR leadership for broader strategy alignment.* Escalate pay compression, inequities, or misalignment with performance to Compensation.***Facilitation of Critical People & Business Cycles**** Lead Investigations, disciplinary action and termination reviews for directors and above; oversee routine investigations and disciplinary actions handled by Silverton HR team. Serve as key advisor to senior leadership on high-impact employee relations decisions.* Lead quarterly performance evaluations and annual goal setting processes for Silverton; develop and refine tools, templates, and training to leaders influencing business standards and elevating leader capability.* Review annual performance ratings for consistency and behavioral alignment; coach leaders on difficult conversations and making defensible performance decisions.* Analyze turnover and exit themes for assigned teams, coach leaders on creation of targeted action plans based on identified patterns, and ensure leaders complete and sustain those actions.* Partner annually with assigned leaders to forecast workforce needs, using data and performance trends to project staffing needs; coordinate outcomes with Talent Acquisition.* Partner with Compensation to understand enterprise merit guidelines, prepare leaders to address operational needs, and ensure timely and accurate execution.* Partner with senior leaders to interpret employee survey results and conduct root-cause analysis of team specific themes to help shape leader action planning while aligning with TMX guidance and tools. + Support leaders in building practical, targeted action plans based on survey insights, ensuring actions address identified behaviors, team dynamics, or process concerns. + Track progress on survey driven action plans throughout the year, escalating barriers and ensuring leaders complete and sustain improvements.* Facilitate Talent Review meetings; prepare calibration materials and talent grids’ partner with leadership on succession planning; follow up on readiness, risk mitigation, and development actions. + Review IDPs created during Talent Reviews to ensure actionability and alignment to capability gaps; conduct quarterly follow-ups.***Change Management for New HR Initiatives & Compliance**** Shapes business processes and influences solutions for Silverton during design, rollout, and refinement of HR programs and compliance practices.* Lead problem-solving with HR COEs when programs impact the business; surface risks, operational impacts, and business requirements. + Act as primary integrator between business needs and COE design designs. + Anticipate competing priorities, downstream impacts and identify barriers leaders or team members may face before implementation; propose solutions and communicate operational feasibility.* Develop tailored change readiness plans, including partnering with Communications to develop tailored messaging for leaders and team members.* Own post launch adoption for Silverton, gather feedback, and serve as the stabilization feedback loop to COEs.**REQUIREMENTS AND QUALIFICATIONS****QUALIFICATIONS:*** **Education:** Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or related field required. Master’s degree preferred (MBA, MS‑HR, or related).* **Experience**: + 7+ years of progressive HR experience, including direct experience supporting leaders as an HR Business Partner or Senior HR position. + Experience managing or coaching HR Generalists or HR support roles required. + Demonstrated experience in performance management, employee relations, organizational effectiveness, and talent development. + Experience partnering with business leaders to interpret data, identify root causes, and develop action plans.* **Knowledge, Skills & Abilities:** + Ability to influence, coach, and build trust with leaders at all levels. + Strong business acumen with the ability to understand operational drivers, team dynamics, and organizational constraints. + Demonstrated capability in root‑cause analysis, workforce data interpretation, and action‑planning. + Solid understanding of employment law, compliance requirements, and HR best practices. + Strong communication skills, both written and verbal, including #J-18808-Ljbffr Clayton Homes (New)