Full-Time VP, Performance Management and HR Business Partner

Senior Director, Performance Management and HR Business Partner will lead the development of a new performance management process for Blend, manage implementation, and create a culture of year-round performance management. This role will also serve as a trusted advisor to leaders and managers, helping them align human resources strategies to business objectives.

Key Responsibilities

1. Performance Management: Re-vamp Blend’s current performance management process from an anniversary-based review to a series of focal events throughout the year. Design, implement and manage the new performance process. Develop training, supporting documentation and communication messages to support the new process. Lead training and coach managers and employees through the new process. Establish KPIs and measure success.
2. Strategic Partnership: Collaborate with senior leaders to understand business objectives and translate them into effective HR strategies. Advise and support business leaders on performance management, employee relations, organizational design, and talent development. Serve as a trusted advisor on matters such as workforce planning, talent management, and employee engagement.
3. Employee Relations & Engagement: Foster a positive organizational culture by promoting employee engagement, satisfaction, and retention. Address employee concerns and grievances in a timely, fair, and constructive manner. Support the development and implementation of employee engagement initiatives and activities.
4. Change Management: Guide and support business leaders through organizational change, including restructures, mergers, and acquisitions. Assist in implementing change management strategies that minimize disruption and maximize employee buy-in.
5. HR Analytics & Reporting: Analyze HR metrics to identify trends, gaps, and opportunities for improvement. Provide insights on workforce productivity, turnover, and other key performance indicators (KPIs) to inform business decisions.
6. Compliance & Risk Management: Ensure HR practices comply with all local, state, and federal regulations. Support the development and implementation of company policies, procedures, and practices in line with legal requirements.
7. Leadership Development: Provide coaching and support to leaders to improve their managerial effectiveness and decision-making skills. Facilitate leadership development programs to nurture the next generation of leaders within the organization.

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