Senior Human Resources Business Partner

Position Summary The Senior Human Resources Business Partner (West Coast) is a hands‑on professional responsible for overseeing multiple facets of the HR life cycle while serving as a trusted advisor to business entity leaders and team members. This role requires an experienced HR professional who possesses strong technical HR consulting skills and is adept at collaborating with leadership to drive employee engagement, retention, and organizational effectiveness. The position will also work to provide initiatives to improve workplace culture and engagement. Qualifications Bachelor’s degree in HRM, Business, Communications or Psychology and HR Certification (SHRM or HRCI) with California Credentialing and mortgage industry experience required. 6 years’ experience in Human Resources, two being HR Business Partner. Experience working within a fast‑paced, complex, and dynamic business environment. Experience working on the West Coast and with multiple human resource disciplines, including compensation practices, employee relations, performance management, and federal and state employment laws. Strong HR systems knowledge (HR information systems, application tracking system, talent management system). Demonstrated ability to proactively manage and resolve complex and sensitive human resource issues. Strong verbal and written communication skills, high energy, excellent follow‑up, and follow‑through skills. Strong knowledge of Federal and State employment and leave laws for all West Coast states (FMLA, CFRA, ADA). Ability to recommend solutions to complex and sensitive employee matters while maintaining confidentiality. Strong analytical skills with ability to quickly summarize and present data in a meaningful format. Excellent multitasking and time management skills, with a proven ability to meet deadlines. Ability to work independently with minimal supervision, and in a team environment. Organized with high attention to detail, focus on accuracy and prioritizing multiple projects. Ability to adapt to new technologies to ensure efficiencies. Essential Job Functions Provide day‑to‑day guidance to divisional leadership and team members in employee relations, fostering leadership success, shaping the employee experience, onboarding, performance management initiatives, terminations, and policy interpretation. Partner with divisional leaders and managers to create or edit job descriptions and proactively audit existing ones. Provide performance management guidance (coaching, counseling, career development, disciplinary actions) and work closely with leaders to improve work relationships, morale, productivity, and retention. Collaborate with leaders and managers to identify business needs and develop tailored HR strategies. Lead employee relations investigations, manage documentation, maintain confidentiality, and resolve conflicts efficiently. Lead performance and talent development processes, contribute to training delivery, and evaluate training programs for effectiveness and relevance. Utilize exit surveys via technology to analyze results, identify trends, and recommend solutions to improve programs and policies. Partner with the Chief People Officer, Payroll, Onboarding Manager, and Total Rewards to address compensation matters proactively. Collaborate with HRBPs and Equity & Inclusion to implement initiatives and promote an inclusive culture. Train and support inter‑departmental partners on corporate and departmental initiatives. Additional Responsibilities Leadership and team development: inspire teams, mentor employees, and collaborate on talent acquisition and development. Technology and automation: recommend new tools to streamline processes and maintain best practices. Brand building: ensure the internal brand “People and Culture” reflects the team’s work and promote team building and camaraderie. Operations and administration: manage budgets and financial targets aligned with corporate finance objectives. Industry representation and compliance: represent NFM at industry events and maintain legal and ethical compliance. Stay updated on industry trends and market changes and perform additional duties as needed, including occasional overtime and travel. Equal‑Opportunity Employer Statement NFM Lending, Inc. is an equal‑opportunity employer. We value diversity and do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status. We believe success is created by a diverse workforce of individuals with different ideas, strengths, interests, and cultural backgrounds. #J-18808-Ljbffr