Director, HR Program Management and Transformation

Across the HR function the Director HR Program Management and Transformation will function as program manager collaborating across HR to identify and drive transformational change initiatives, align efforts with strategic objectives, improved service delivery and ensure the successful delivery of key programs. The director will accomplish this by focusing on systems, efficiencies, processes and policies, through partnership and influence - identifying, assessing, designing, reengineering policies or processes to improve the outcomes, operations and team member experience.

The ideal candidate will leverage technology, process improvement methodologies and data-driven insights to drive a seamless and effective HR function in collaboration with functional partners including HRIS, Centers of Excellence (COEs), and HR Business Partners to provide optimized and consistent HR experiences, processes, and outcomes for BFS team members and the business.

Primary Responsibilities

Program Management

• Lead and oversee HR programs and strategic initiatives that enhance operational efficiency, improve team member experience, and drive business objectives
• Establish governance, reporting and program management methodologies for HR programs.
• Lead and manage HR project portfolio
• Develop and guide key performance indicators to measure program effectiveness and report progress to HRLT and senior leadership

• Act as trusted advisor to HR leadership, providing insights and recommendations on optimizing HR program delivery
• Act as a strategic partner to HR leadership, ensuring transformation initiatives align with organizational goals, driving optimization projects for HR to align with business needs

HR Service Delivery & Team Member Experience

• Enhance HR's end to end operating model to improve responsiveness, service levels, and overall team member experience
• Identify and recommend innovative solutions to reduce friction in HR interactions and improve accessibility to HR services
• Align efforts with established survey and feedback mechanisms to track measurement of improved HR service delivery and team member engagement

• Identify opportunities for policy, process and technology improvements that enable HR transformation and deliverables, leveraging best practices and Subject Matter Experts as appropriate
• Stay informed on industry trends and emerging processes, programs and technologies to ensure the organization remains competitive and agile
• Support the development of a high-performing HR team through continuous learning and process optimization
• Identify problem areas in service delivery processes, troubleshoot issues and recommend solutions
• Leverage data and analytics to drive decision making and enhance HR program outcomes

Process Reengineering & Efficiency

• Partnering with HR, IT, and business leaders to ensure systems align with organizational goals and workflows - ultimately creating capacity, removing barriers and improving connectedness and team member experience
• Design and implement process improvements that enhance HR service delivery, reduce administrative burdens, and improve compliance

• Identify and eliminate process redundancies to create a seamless employee lifecycle from recruitment to offboarding
• Partner with HCM and HR leaders on the assessment, selection, and implementation of HR technology solutions to streamline operations and improve efficiency

Strategic Leadership & Transformation

• Contribute to the develop and a cohesive HR technology strategy to streamline operations, deliver on strategic objectives and enhance user experience
• Conduct a comprehensive evaluation of the current HR tech stack; identifying strengths, gaps, and opportunities

• Foster a culture of collaboration, accountability, agility, innovation, and out of the box thinking emphasizing best practices, process simplification and align, as well as innovation and BFS fit
• Act as a subject matter expert and point of escalation for complex transformation challenges.
• Build and maintain strong relationships with internal and external stakeholders, ensuring clear communication and alignment throughout the program lifecycle
• Align goals with organizational strategy and ensure the successful execution of those goals

Strategic Alignment & Change Management:

• Work closely with HR functions and leadership to define and align tactical approaches to deliver on strategic objectives
• Collaborate with key stakeholders and lead change management efforts, including business process reengineering, standardization, and automation to ensure smooth adoption of new processes, policies, and systems
• Present program updates, risks, and strategic recommendations to senior leadership and other key stakeholders

Candidate Background and Competencies

• The ideal candidate for this position must have a mindset for engineering or reengineering processes and programs and processes best suited for the end user and a keen mind for people data and metrics to measure outcomes
• Bachelor's degree required with 8+ years of experience in program or large initiative management, with a focus on large-scale cross-functional transformation initiatives

• Results Driven; Innovative problem solver who holds self and others accountable, communicates and sets clear goals with plans to deliver, manages competing priorities effectively, and creatively combines strategic and execution skills at the enterprise level
• Organization and Planning Skills; able to identify and organize everything needed from big picture ideas to the mundane details required to ensure smooth and productive programs
• Risk Management; able to predict and find potential project issues before they arise, based on experience and expertise
• Technical Proficiency: Deep understanding of HR systems, programs and processes
• Ability to blend strategic thinking with hands on practicality and an understanding of technology to solve problems for homebuilders and BFS operators
• Problem Solving: Innovates solutions to complex technical and operational challenges
• Experience in large geographically decentralized/deskless organizations with complex HR operation