Director, HRBP

LEN Lennar Corporation; Orlando (FL); Vor Ort; USD 120.000 - 170.000; Vollzeit

Zusammenfassung

Lennar Corporation is seeking a Director, HR Business Partner to serve as a strategic partner across Corporate functions, aligning people strategies with business priorities and guiding organizational design, workforce planning, and talent outcomes. You will advise senior leaders and collaborate with HR Centers of Excellence to deliver solutions for a high-performing culture.

Reporting to Corporate HR leadership, you will lead complex initiatives, manage associate relations, and ensure an

Qualifikationen

• Significant experience as a strategic HR Business Partner supporting senior leaders in a complex corporate environment.
• Proven ability to serve as a trusted advisor to executive leaders and influence business decisions through people strategy.

Aufgaben

• Serve as a trusted strategic advisor to senior leaders (VP/SVP and above) across assigned Corporate business lines, aligning HR strategy with business priorities.
• Lead organizational design and change management initiatives, including reorganizations, workforce reductions, and business integrations.
• Partner with executive leadership to shape and roll out culture and engagement initiatives (e.g., culture roadmaps, associate listening sessions, pulse surveys).
• Liaise between field/business HR partners and Corporate HR operations to ensure alignment, elevate emerging risks, and maintain a consistent associate experience.
• Manage complex, sensitive, or escalated associate relations matters, including investigations, disciplinary actions, and involuntary separations.
• Advise managers on appropriate documentation, coaching, and corrective action, ensuring consistent and legally sound resolution.
• Conduct and analyze exit and stay interviews to identify retention risks and emerging trends.
• Partner with Talent Experience and Learning & Development to execute leadership development programs, high-potential talent nominations, and succession planning reviews.
• Guide managers through the performance management lifecycle, from goal-setting through calibration and promotion decisions.
• Support early-career and future-builder pipeline programs in partnership with Talent Acquisition.
• Analyze turnover, retention, and engagement data to identify organizational health trends and present findings and recommendations to senior leadership.
• Partner with department leaders on workforce planning, headcount forecasting and staffing priorities.
• Build and maintain organizational health reporting and talent slates to proactively address risk areas.
• Partner with Compensation to evaluate internal equity, market competitiveness and total compensation for roles within supported business lines.
• Review and advise on incentive agreements, promotions, and off-cycle pay actions.
• Support total compensation communication and statement distribution for associates.
• Partner with HRIS/IT on the planning and rollout of HR systems and process changes, representing business needs during implementation.
• Maintain current knowledge of federal and state employment law (EEO, ADA, FMLA, LOA) and ensure HR practices remain compliant.
• Develop and maintain job aids, scripts, and process documentation to standardize HR practices across supported business lines.]
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Kenntnisse

Strategic HR Partner

Executive advisory

Organizational design

Change management

Workforce planning

Employee relations

Data-driven decision making

HR policy compliance

Jobbeschreibung

Director, HRBP We are Lennar Lennar is one of the nation's leading homebuilders, dedicated to making an impact and creating an extraordinary experience for our Homeowners, Communities, and Associates by building quality homes, delivering exceptional customer service, giving back to the communities where we work and live, and fostering a culture of opportunity and growth. As a Fortune 500 company and one of America's leading homebuilders, we're committed to building not only homes, but rewarding careers. Join a Company that Empowers You to Build Your Future The Director, HR Business Partner is a strategic HR partner responsible for driving business results across assigned Corporate functions. Reporting to Corporate HR leadership, this role serves as a trusted advisor to senior business leaders, aligning people strategies with business priorities and organizational goals. This role partners closely with VP and SVP-level leaders to influence organizational effectiveness, workforce strategy, associate experience, and talent outcomes. The Director, HRBP provides strategic guidance across the associate lifecycle, leads complex organizational initiatives, and collaborates with HR Centers of Excellence to deliver solutions that support business growth and a high-performing culture. If you thrive in a fast-paced environment, enjoy solving complex organizational challenges, and are passionate about connecting people strategy to business results, this is an opportunity to make a meaningful impact across Lennar's Corporate organization.

Why You’ll Love This Role

Partner directly with senior leaders across Corporate functions to influence business strategy and organizational priorities. Serve as a trusted advisor on workforce planning, organizational effectiveness, talent strategy, and associate experience. Lead meaningful initiatives that support culture, engagement, retention, and organizational health. Collaborate with HR partners and business leaders to solve complex organizational challenges. Use data and insights to identify opportunities and provide recommendations that drive business outcomes. Help shape the future of Lennar’s Corporate organization by aligning people strategies with business needs.

Your Responsibilities on the Team

• Serve as a trusted strategic advisor to senior leaders (VP/SVP and above) across assigned Corporate business lines, aligning HR strategy with business priorities.
• Lead organizational design and change management initiatives, including reorganizations, workforce reductions, and business integrations.
• Partner with executive leadership to shape and roll out culture and engagement initiatives (e.g., culture roadmaps, associate listening sessions, pulse surveys).
• Liaise between field/business HR partners and Corporate HR operations to ensure alignment, elevate emerging risks, and maintain a consistent associate experience.
• Manage complex, sensitive, or escalated associate relations matters, including investigations, disciplinary actions, and involuntary separations.
• Advise managers on appropriate documentation, coaching, and corrective action, ensuring consistent and legally sound resolution.
• Conduct and analyze exit and stay interviews to identify retention risks and emerging trends.
• Partner with Talent Experience and Learning & Development to execute leadership development programs, high-potential talent nominations, and succession planning reviews.
• Guide managers through the performance management lifecycle, from goal-setting through calibration and promotion decisions.
• Support early-career and future-builder pipeline programs in partnership with Talent Acquisition.
• Analyze turnover, retention, and engagement data to identify organizational health trends and present findings and recommendations to senior leadership.
• Partner with department leaders on workforce planning, headcount forecasting and staffing priorities.
• Build and maintain organizational health reporting and talent slates to proactively address risk areas.
• Partner with Compensation to evaluate internal equity, market competitiveness and total compensation for roles within supported business lines.
• Review and advise on incentive agreements, promotions, and off-cycle pay actions.
• Support total compensation communication and statement distribution for associates.
• Partner with HRIS/IT on the planning and rollout of HR systems and process changes, representing business needs during implementation.
• Maintain current knowledge of federal and state employment law (EEO, ADA, FMLA, LOA) and ensure HR practices remain compliant.
• Develop and maintain job aids, scripts, and process documentation to standardize HR practices across supported business lines.

What You’ll Bring

• Significant experience as a strategic HR Business Partner supporting senior leaders in a complex corporate environment.
• Proven ability to serve as a trusted advisor to executive leaders and influence business decisions through people strategy.