As an HRBP you will be responsible for delivering and implementing effective programs across various HR functional areas to drive business results. You will serve as a strategic advisor and partner to your assigned organization, offering expertise in organizational development, employee relations, and talent acquisition and retention. Your role will involve liaising between HR Field associates and HR operations to address inquiries, concerns, and disputes while ensuring a positive associate experience engagement through listening sessions and pulse surveys. Additionally, you will collaborate with Talent Experience to execute leadership development programs and manage succession planning reviews with Field leaders. Your proactive approach will involve initiating workforce planning initiatives and implementing strategies to enhance staff retention and productivity.

1.Deliver and implement effective programs across HR functional areas to drive business results

2.Serve as a business partner to their respective organization to pprovide expertise in the development of programs across all HR functional areas including organizational and leadership development, employee relations, and talent acquisition and retention

3.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.

4.Manage the Associate Experience Engagement with associates supporting: listening sessions, pulse surveys, focus groups

5.Partner with Talent Experience to roll out and execute leadership development programs (e.g., talent programs, CIP, Ascend), execute performance management, and talent management

6.Execute a biannual succession planning review and talent review session with Field leaders

7.Partner with TA to initiate workforce planning initiatives by working closely with department leaders to establish and forecast people needs and staffing priorities

8.Assist with development and management of micro learnings for talent development and advancement (partnership with L&D)

9.Assist with CIP process and click down through divisions

10.Provide training, consultation, and help Field managers navigate and execute the performance management process

11.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

12.Engage leaders to promote the early career (future builders) program

13.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

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Skills:

• 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)

Knowledge:

• 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, etc.)
• HR Programs and Processes (e.g., Onboarding, Leave Management, etc.)
• HR Knowledge and Compliance
• HRIS, Workday experience preferred
• Employment Laws
• Employee Benefits
• Benefits Administration
• Payroll

Qualifications:

• 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 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

Lennar is an equal opportunity employer and complies with all applicable federal, state, and local fair employment practices laws.

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