Manager, HR Business Partner

Selene Holdings is a multiple-lines business financial services firm with a mortgage servicing company, a loan diligence company, a title company, an insurance brokerage, and a real estate owned company. We have office locations in Dallas, TX, Jacksonville, FL, and Salt Lake City, UT.  Founded in 2007 to address needs in the mortgage industry, Selene strives to provide amazing client and borrower experiences.  A positive attitude coupled with proven creative thinking and actions are all attributes we seek in every one of our employees. If you want to make a difference, then Selene is the place for you!

The People Operations Business Partner provides strategic HR support, aligned with their assigned group/s. They are responsible for diagnosing business requirements and developing and executing a human capital strategy for their assigned group. They work both strategically and hands-on as needed to deliver results for the business/functional groups. The Business Partner marshals the resources of the broader HR & POps organizations to enable the execution of this strategy, including leveraging the functional expertise and resources of partnered Centers of Expertise (COE) members, Talent Acquisition, Talent Development and Total Rewards. The Business Partner also represents the broader, enterprise-wide philosophy and strategy to their assigned groups.

Specifically, the BP will:

• Serve as a trusted advisor to leadership on business strategy and its people, organizational and capabilities implications for their respective groups
•  Is an active participant on the leadership team for the supported group(s)

• Works strategically and in partnership with the business to develop and implement focused workforce strategies ensuring alignment with both business and HR objectives.

•  Acts as primary point of contact for employment related issues (e.g., time keeping, HRIS, payroll, career counseling, employee relations, compensation)

• Provide management information and trend data to the group(s) in partnership with the COE.

• Identify and address organizational effectiveness challenges. In collaboration with the COEs diagnose, plan, and manage human capital requirements such as workforce plans, organization effectiveness, talent management, employee engagement, and HR planning

• Serve as proactive advocate for business group requirements where the difference could produce competitive advantage

• Lead organizational change and design for groups supported by working proactively with senior management to identify operating, process, and workforce requirements and implement appropriate solutions. Drive corporate change initiatives through to the business

• Oversee complex human capital issues; analyze data to diagnose underlying concerns cultural issues and collaborate with COEs to develop remediation plans

In their day-to-day work, the BP will:

• Continuously evaluate, measure and modify priorities, programs and plans to ensure alignment with and achievement of business strategy

• Identify opportunities for process improvement and collaborate with the COEs to improve overall HR effectiveness

• Leverage workforce data and information to inform and guide business-level decision-making

• Like other HR team members, the BP has an ownership stake in the success of the HR delivery model and works to ensure its effectiveness. This includes on-going communication and collaboration with HR COEs, and other BPs, highlighting issues, suggesting resolutions, and driving a positive impression of HR to the business

Key Success Factors – First 12 Months

• Develop the organizational design and workforce plan for the functional groups. Includes development or revision of job descriptions, competency modeling and process planning. Also requires collaboration with Compensation, Talent Acquisition, and Talent Development to ensure staffing is accomplished in accordance with the plan.

• Lead the change management process and ensure the functional teams have the support they need to shift talent to align with projected business needs over the next 18-24 months.

•   Build functional organizations including identification of key success factors aligned with organizational aspirations and the strategic plan.

Knowledge, Skills and Abilities

Skills & Abilities

• Visionary leadership and perspective to understand how to best achieve desired organizational results and ch