Human Resources Business Partner

Get AI-powered advice on this job and more exclusive features. Corporate Recruiter at Lennar We are Lennar Lennar is one of the nation's leading homebuilders, dedicated to making an impact and creating an extraordinary experience for their Homeowners, Communities, and Associates by building quality homes and providing exceptional customer service, giving back to the communities in which we work and live, and fostering a culture of opportunity and growth for our Associates throughout their career. Lennar has been recognized as a Fortune 500 company and consistently ranked among the top homebuilders in the United States. Join a Company that Empowers you to Build your Future This HR Business Partner will report to the Vice President of Human Resources – Field and serve as the primary HR Business Partner for Division Presidents, the region team, and the associates. The role plays an integral part in a wide array of national and local HR functions (i.e., talent strategy, culture and capability development, associate relations, localized training and development initiatives, performance, and talent management, etc.). This role is considered an individual contributor (IC) role and supervisory responsibilities entail managerial expectations of programs, processes, and workflows. Your Responsibilities on the Team Serve as a business partner to their respective organization to provide, deliver and implement effective programs across HR functional areas to drive business results in organizational and leadership development, employee relations, and talent acquisition and retention. Liaise between HR Field associates and HR Operations to ensure that associate inquiries and concerns including addressing demands, grievances, absences, etc., refereeing disputes, participating in disciplinary and termination meetings, and conducting exit interviews. Manage the Associate Experience Engagement with associates supporting listening sessions, pulse surveys, focus groups. Partner with Talent Experience to roll out and execute leadership development programs (e.g., talent programs, CIP, Ascend), execute performance management, and talent management. Execute a biannual succession planning review and talent review session with Field leaders. Partner with TA to initiate workforce planning initiatives by working closely with department leaders to establish and forecast people needs and staffing priorities. Assist with development and management of micro learnings for talent development and advancement (partnership with L&D). Assist with CIP process and click down through divisions. Provide training, consultation, and help Field managers navigate and execute the performance management process. Execute and develop talent slates to proactively initiate workforce planning initiatives by working closely with department leaders to establish and forecast people needs and staffing priorities. Engage leaders to promote the early career (future builders) program. Proactively identify options and resources to increase staff retention and productivity, including strategies to enhance employee engagement, leadership and staff development, regular feedback and coaching, career pathing, and promoting a coherent organizational culture. Requirements Bachelor’s degree in human resources, Business Administration, or a related field OR a professional HR certification preferred (e.g., SHRM-CP, SHRM-SCP, PHR, SPHR, etc.) OR previous experience in an HR Operations role / function. Minimum 7 years of experience of Human Resources Management required, with business development experience highly preferred. Experience with Recruit-to-Retire HR processes preferred. Experience addressing and responding to customer requests in a contact center or similar environment preferred. Advanced knowledge of employment laws and other compliance issues in federal and state labor laws EEO, ADA, FMLA, LOA, etc. HR Policies and Procedures (e.g., Talent Acquisition, Payroll, Benefits). HR Programs and Processes (e.g., Onboarding, Leave Management). HR Knowledge and Compliance. Clear and effective communication skills, both verbal and written (e.g., written, verbal). Exceptional collaboration skills, with the ability to work within a team and across departments. Adaptability to change (e.g., HR processes and policies). Strong understanding of employee relations principles. Exceptional attention to detail and commitment to high-quality standards. Strong Interpersonal skills necessary to effectively build relationships. Leadership skills (e.g., coaching junior team members). Time management skills (i.e., ability to manage competing demands and prioritize accordingly). Teamwork and collaboration skills (i.e., ability to collaborate effectively within a team and across departments). Physical Requirements: This is a position which requires the incumbent frequent walking, standing, and climbing of stairs in/around homes, models, and properties. Must also have the ability to operate computer equipment, speak, hear, bend, stoop, reach, lift, and move and carry up to 25 lbs. Finger dexterity is necessary. Seniority level Mid-Senior level Employment type Full-time Job function Business Development, Consulting, and Human Resources Industries Business Consulting and Services, Human Resources Services, and Real Estate #J-18808-Ljbffr