Director of Human Resources (Irvine)

Company: TRI Pointe Group, Inc.
Location: Irvine
Posted on: January 9, 2021

Job Description:

Are you interested in joining a company culture where accountability, top performance and teamwork are valued and rewarded? A company that was most recently named one of the Best Places to Work in Orange County by the Orange County Business Journal from 2016-2019.TRI Pointe Group is looking for an experienced, enthusiastic individual to join our talented group as a Director of Human Resources based in our Irvine office.Position Highlights: Provides leadership, coaching and support to President(s), management team(s), and team members in assigned division(s) with regards to all Human Resources needs, including workforce planning/organizational design, talent acquisition and onboarding, culture, team member engagement and relations, performance management, learning and development, total rewards (compensation, benefits and payroll), and risk management.Position Responsibilities:Workforce Planning, Talent Acquisition & Onboarding:

• Assists assigned Division Presidents and management team members with understanding current and future organizational design and staffing needs and works collaboratively with the home office to ensure needs are met. Constantly evaluates workforce with assigned leaders, projecting and adjusting as needed. Proactively prepares and anticipates future changes in the market, workforce, and the Company's strategic goals and operational processes.
• Partners with hiring managers and home office to develop well written job descriptions that accurately describe the responsibilities and desired core competencies of positions. Proactively challenges workforce planning assumptions for continuous improvement and efficiency.
• Ensures hiring managers conduct consistent, comprehensive, and effective talent acquisition practices. Maximizes and supports the use of the Company's defined recruiting practices and applicant tracking system (ATS). Evaluate methods to improve and influence effectiveness of selection processes.
• Engages early on with hiring managers to ensure new team members are provided with a meaningful and highly engaging onboarding experience. Conducts regular analysis of onboarding surveys to identify trends and improve new hire experience. Ensures divisions adhere to internal and compliance related protocols.Culture & Team Member Engagement
  • Works collaboratively with leadership to establish and maintain a culture of trust, collaboration and teamwork, where team members exhibit humility, integrity, respect and strive for excellence in their day-to-day behaviors. Develops and supports best practices to improve communication (e.g. between departments, about business decisions, etc.) and change management/leadership disciplines/practices. Serves as point contact for team member engagement surveys and leads follow up activities. Works with management team to interpret results, develop and implement action plans for improvement.Team Member Relations
    • Leads effort to appropriately respond to team member concerns, including effective conflict management/resolution processes. Work collaboratively with HR Leadership and home office legal team to evaluate and respond appropriately to potential violations of company policy, including conducting investigations when appropriate.Performance Management
      • Maximizes talent through informal and formal performance assessment and development best practices. Works collaboratively with management to identify performance gaps and implement plans for improvement. Coaches leadership team members on how to best engage in performance development discussions, recognize and reward top performers and communicate and measure performance tied to key performance indicators (KPI's).
      • Works collaboratively with assigned President(s) to lead team member development efforts, including succession candidate identification/development and performance improvement plans for underperforming team members. Serves as point contact for, and assists with, determination of team member training/coaching needs and identifies resources to meet needs, as appropriate. May be involved in development of training. Conducts training as needed.Total Rewards
        • Facilitates annual compensation review process. Includes review, ongoing management, analysis and adjustment of base salary and incentive compensation programs to ensure they are in-line with company best practices, competitive in the marketplace, fair and equitable and in-line the Company's compensation philosophy, business plans and budgets. Prepares recommendations for special requests for Regional HR Leadership review.
        • Analyzes and provides support regarding all facets of compensation programs, including, but not limited to, incentive plan design, eligibility criteria, clearly written agreements/memos, established pay ranges, FLSA classification, overtime statistics, and impact of compensation programs related to performance results.
        • Proactively involved in compensation planning and management, including new hire compensation analysis, job matching and offer preparation. Makes recommendations as needed for new hire and promotional changes.HR Generalist & Risk Management Support
          • Responds appropriately and timely to team member questions regarding Company policies/procedures, compensation, and benefit programs. Handles complexity with ease.
          • Understands and effectively applies employment laws and policies, including, but not limited to, EEO, anti-discrimination and anti-harassment, workplace leaves, workers compensation, unemployment insurance, FLSA, time and attendance. Constantly analyzes and seeks to improve our management team's awareness and compliance with employment laws and the Company's policies and practices. Monitors and anticipates potential legal issues and works collaboratively HR Leadership, and General Counsel to address issues early on.
          • Works collaboratively on a day-to-day basis with members of the home office HR team to ensure success and continuous improvement in all areas above and the Company's overall HR strategy, culture and talent engagement, development and retention processes. Proactively recommends improvements to existing programs, procedures and policies.
          • Assists with special projects and other tasks as requested.Position Qualifications:
            • Bachelor's degree required; focus in Human Resources, Psychology, etc. a plus OR equivalent years of experience in developing Human Resources programs, Total Rewards, Employee Relations, HR Analytics, and Workforce Planning.
            • A minimum of 7 years of relevant HR experience required
            • SPHR/PHR certification preferred
            • Must have led/been involved in significant change management initiatives in prior roles.
            • Must have an ability to think strategically and objectively and effectively translate data into actionable insights
            • Must have the ability to develop solid and positive professional relationships with senior leadership, subordinates, and peers.
            • A collaborative and result-oriented individual with a detailed oriented, partner-oriented, and solutions driven mindset
            • Is comfortable applying and adept at using technology (i.e. strong Microsoft Office: Excel, Word, Outlook, PowerPoint), experience with Workday preferred.
            • Must demonstrate initiative to proactively assess and resolve issues.
            • Ability to interface with cross-functional HR teams and all levels of management
            • Excellent verbal and written communication skills
            • Able to work independently and manage multiple responsibilities (i.e. self-starter, self-motivated)Company Highlights:
              • As one of the top 10 largest public homebuilding companies by market capitalization in the United States, TRI Pointe Group combines the resources, operational sophistication, and leadership of a national organization with the regional insights, community ties, and agility of local homebuilders.
              • TRI Pointe Group was recognized in Fortune magazine's 2017 100 Fastest-Growing Companies list, named 2016 Builder of the Year by Builder magazine
              • TRI Pointe Group has been named Builder of the Year, this time by Builder and Developer Magazine for 2019.
              • The TRI Pointe Group family includes Maracay-- in Arizona, Pardee Homes-- in California and Nevada, Quadrant Homes-- in Washington, Trendmaker-- Homes in Texas, TRI Pointe Homes-- in California, Colorado and North Carolina, and Winchester-- Homes* in the Washington, D.C. area.For more information, please visit www.TriPointeGroup.com.At TRI Pointe Group, we are intentional about fostering an environment where you, and all individuals, are encouraged to be their authentic selves. We embrace individuality and strive to be consciously inclusive of different backgrounds, experiences, and perspectives in every aspect of our business. Our company's strength relies on the diversity of the team and the unique, innovative ideas everyone contributes.We are an Equal Opportunity Employer. All persons shall have the opportunity to be considered for employment without regard to their race, color, creed, religion, national origin, ancestry, citizenship status, age, disability, sex, gender, veteran status, genetic information or any other characteristic protected by applicable federal, state or local laws.We will endeavor to make a reasonable accommodation to the known physical or mental limitations of a qualified applicant with a disability unless the accommodation would impose an undue hardship on the operation of our business. If you believe you require such assistance to complete this form or to participate in an interview, please let us know.Required SkillsRequired Experience

Keywords: TRI Pointe Group, Inc., Irvine , Director of Human Resources (Irvine), Human Resources , Irvine, California