HR Business Partner Manager (Hybrid)

Who We AreJoin a team that puts its People First! Since 1889, First American (NYSE: FAF) has held an unwavering belief in its people. They are passionate about what they do, and we are equally passionate about fostering an environment where all feel welcome, supported, and empowered to be innovative and reach their full potential. Our inclusive, people-first culture has earned our company numerous accolades, including being named to the Fortune 100 Best Companies to Work For® list for ten consecutive years. We have also earned awards as a best place to work for women, diversity and LGBTQ+ employees, and have been included on more than 50 regional best places to work lists. First American will always strive to be a great place to work, for all. For more information, please visit www.careers.firstam.com.

What We DoThe Human Resources Business Partner (HRBP) is the primary resource to create alignment between talent and organizational development strategy and short and long term business strategy. The HRBP is aligned to business units, business leaders, and corporate functions to provide HR expertise and consulting for building organizational capability to achieve current and future business objectives through the development of proactive Human Resources strategy and practices. Partners with other HR specialty functions to act as a first point of contact and liaison with clients to deliver full HR services. Identifies business needs, gaps and readiness and collaborates with functional HR on talent development, program consultation and design. Drives and influences key workforce planning initiatives with the business and provides advice, counsel and executes key human capital and restructuring initiatives.
Builds and maintains effective working relationships with managers and employees to provide advice and counsel on a variety of HR and business related issues on both strategic and tactical levels.

What You’ll Do:

• Drive human capital strategy with a focus on talent management, talent development, organizational capability, restructuring, and strategic consultation to senior leaders.
• Provide influence and guidance to client groups through developing partnerships to support achieving business objectives within the assigned client population.
• Primary resource for senior leadership within assigned business group.
• Proactively assess risks to business, provides guidance to clients and uses sound judgment to promptly escalate potential concerns.
• Partners and influences with HR specialty functions to communicate business needs and interest (Compensation, Talent Acquisition, Learning & Development) acting as a point of contact and liaison with clients to deliver full HR services.
• Implement HR best practices to include performance management, compensation planning, workforce/succession planning, and talent management.
• Coach managers in effective employee relation practices, oversee all employee relation issue resolution in assigned business group, and maintain accurate and complete documentation of employee counseling/ investigations.
• Oversees and directs the rollout/ implementation of business and company-wide initiatives, including communication, learning materials and training; facilitates workshop and training.
• Provide HR partnership, for both strategic and tactical initiatives, day to day HR support and execution of strategies for business groups.
• Participation in assigned business group’s operational meetings, business reviews, and team building.
• Acts as an advisor on HR issues to management of assigned business group.
• Provides project management expertise to clients through the initiation, management and driving of large-scale strategic projects and initiatives, including M&A activities.
• Handles implementation of restructuring events including associated change management.
• Access talent opportunities and performance gaps; oversee talent planning, talent reviews, talent development, and successful planning for assigned business groups.
• Directly supervises and leads a team of two or more HRBPs, including identifying, hiring, training, and developing/mentoring top talent.
• Effectively manage and resolve complex employee relation issues, resolution and investigations, performance management, talent/succession planning, 360 feedback with a focus on leadership development, training/ facilitating, developing and implementing strategic and tactical initiatives that drive and support desired short and long-term business goals and objectives.
• Execute large scale projects and initiatives, M&A activities, and mentoring HRBPs.

What You'll Bring:

• Bachelor’s degree or equivalent required, Master’s degree preferred.
• SPHR or other professional designation preferred.
• 10+ years progressive HRBP experience, with a minimum of 3 years supervising or acting in a lead capacity to other senior level HRBPs and managing relationships with functional COEs and escalated issue resolution.
• Travel required: 25%
• Experience partnering with sales teams to consult on compensation strategies that align incentives with business objectives.
• Experience in change management, developing, and implementing strategic HR initiatives and programs that are aligned to business needs.
• Experience in providing advice, counsel and coaching to senior leaders with the ability to influence and champion effective leadership and change, developing strong business partnerships to support achievement of business objectives with assigned business groups.
• Additional functional expertise gained through experience in a Center of Excellence role (i.e., L&D, Talent Acquisition, Compensation) is desired.
• Strong analytical and quantitative skills will the ability to incorporate metrics and analysis into HR delivery.
• Outstanding verbal and communication skills, with poise and confidence to interact with all levels of management.
• Motivated self-starter, confident, and able to navigate through change.
• Ability to manage high volumes of work, execute flawlessly, and understand HR processes.
• Strong team player, internally with HR team and with the business.
• Organizational Effectiveness – able to collaboratively engage with leaders to create, identify, and implement solutions to further the effectiveness of the business. Provide options and ability to influence organizational direction.
• Change Champion – identifies HR program and/or partnership gaps, business talent gaps and initiatives, and champions change to effective provide an HR partnership that influences and drives initiatives that support the business on its strategy.
• Develops, Plans and Initiates – involves the right people to develop plans, establish clear project goals and accountabilities; develops realistic action steps, identifies potential problems and solutions.
• Continually Open, Flexible and Adaptive – ability to effectively work within a diverse and often ambiguous work environment while exhibiting adaptability and flexibility in response to business decisions and initiatives; applying good judgment; ability to shift priorities and rapid change; recovers quickly from setbacks.
• Works Collaboratively – willingly shares information; facilitates the discussion and resolution of different viewpoints, promotes teamwork, works for best solution rather than own solution; expresses disagreement tactfully and sensitively. Builds trusting and collaborative relationships with business leaders and HR team.
• Consultative Approach – provides advice and counsel by listening and absorbing input from others, responding based on the input, provide full expression in support of ideas, opinions and concerns and uncovering and considering all facts, issues, and behaviors involved in a situation.

Pay Range: $109,650.00 - $146,175.00 annually

This hiring range is a reasonable estimate of the base pay range for this position at the time of posting.  Pay is based on a number of factors which may include job-related knowledge, skills, experience, business requirements and geographic location.

First American will consider for employment all qualified applicants, including those with arrest or conviction records, in a manner consistent with the requirements of applicable state and local laws (e.g., the Los Angeles County Fair Chance Ordinance for Employers and the California Fair Chance Act).

First American intends to conduct a review of an applicant’s criminal history in connection with a conditional offer. First American reasonably believes that a criminal history may have a direct, adverse and negative relationship with the following material job duties for this position potentially resulting in the withdrawal of the conditional offer of employment: handling of confidential, proprietary or trade secret information belonging to First American or its customers, administrating or facilitating financial transactions, and the ability to meet customer-imposed criminal history requirements.

What We OfferBy choice, we don’t simply accept individuality – we embrace it, we support it, and we thrive on it! Our People First Culture celebrates diversity, equity and inclusion not simply because it’s the right thing to do, but also because it’s the key to our success. We are proud to foster an authentic and inclusive workplace For All. You are free and encouraged to bring your entire, unique self to work. First American is an equal opportunity employer in every sense of the term.

Based on eligibility, First American offers a comprehensive benefits package including medical, dental, vision, 401k, PTO/paid sick leave and other great benefits like an employee stock purchase plan.