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Dallas, Texas, United States
Onsite
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:
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 change across a diverse set of markets and functions
Change management and leadership skills
Proven talent assessment, development and retention skills and the ability to transfer that skill to business leaders
Highly collaborative and facilitative approach to effectively work in a matrixed organizational
model
Understanding of the formal and informal organizational networks and channels to effectively navigate the organization and help management team reach desired business outcomes
Strategic mindset
Highly developed consultative skills with the ability and desire to deliver excellent results
A “roll up your sleeves” style; hand-on approach
Ability to integrate both enterprise and specific business requirements with expert knowledge
Influencing and collaboration skills
Competencies
Customer Focus: Establishes and maintains effective relationships with clients, gaining their trust and respect. Obtains and utilizes customer feedback to improve processes. Manages expectations and communicates effectively, building trust in the process
Decision Quality: Makes good decisions based upon a mixture of analysis, wisdom, experience, and judgment; sought out by others for advice and solutions
Organizational Agility: Navigates effectively through complex organizations, finding the right people with whom to consult and solve problems. Recognizes which stakeholders can influence situations and initiates action to assess and obtain their support; maze-bright
Accountability: Involves others in establishing objectives, measures and monitoring. Clarifies and assigns roles and accountabilities for tasks and key decisions. Delegates to and empowers direct and indirect staff members. Follows-up to recognize accomplishments and address deficiencies
Conflict Management: effectively confronts and resolves disputes. Sees conflicts and objections as opportunities to create better solutions. Reads situations well, recognizing competing interests, misunderstandings and systemic factors. Doesn’t take conflict personally
Dealing with Ambiguity: effectively copes with change, risks and uncertainty. Makes effective, timely decisions without either complete information or guiding precedents
Problem Solving: Defines problems systematically, analyzing causes and effects. Seeks out others as sources of data, ideas and help. Asks penetrating questions to surface hidden problems and discern fact patterns
Business Acumen: Understands the priorities, agendas and concerns of clients; leverages external sources to gain business savvy and awareness of emerging trends; possesses general knowledge and understanding of business disciplines like Finance, Law, IT and Communications
Drive for results
Education / Work Experience Required:
Bachelor’s degree with an advanced degree preferred
7+ years of broad-based human resources experience with a minimum of 3 years in a management role with significant leadership responsibility
Experience impacting through influence
Benefits
Selene Finance LP is committed to the total wellbeing of its employees and therefore offers one of the best benefits packages available in the industry today, which includes:
Paid Time Off (PTO)
Medical, Dental &Vision
Employee Assistance Program
Flexible Spending Account
Health Savings Account
Paid Holidays
Company paid Life Insurance
Matching 401(k) Plan
The job requirements listed above are representative of the knowledge, skills, and/or abilities required. This job description is not an inclusive list of all duties and responsibilities of this position. Incumbents will be required to follow any other job-related instructions and to perform any other job-related duties requested by any person authorized to give instructions or assignments. Selene reserves the right to amend and change responsibilities to meet business and organizational needs.